Robert Walters 2018 ANZ Salary Survey PDF

AUSTRALIA
SALARY SURVEY 2018
AUSTRALIA & NEW ZEALAND

SALARY SURVEY 2018
BELGIUM
BRAZIL AUSTRALIA & NEW ZEALAND
CANADA
CHINA
FRANCE
GERMANY
HONG KONG
INDIA
INDONESIA
IRELAND
JAPAN
LUXEMBOURG
MALAYSIA
NETHERLANDS
NEW ZEALAND
PHILIPPINES
PORTUGAL
SINGAPORE
SOUTH AFRICA
SOUTH KOREA
SPAIN
SWITZERLAND
TAIWAN
THAILAND
UAE
UK
USA
VIETNAM
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FOR OVER 32 YEARS, BUSINESSES
ACROSS THE GLOBE HAVE RELIED
ON US TO FIND THE VERY BEST
SPECIALIST PROFESSIONALS AND WE
ARE TRUSTED TO HELP BUILD THE
CAREERS OF THE WORLD’S LEADING
EXECUTIVES, JOB MOVE AFTER JOB
MOVE. Robert Walters Group operations worldwide are fully carbon balanced through
the World Land Trust Carbon Balanced Programme and The Woodland Trust.
WELCOME TO ROBERT WALTERS
SPECIALIST PROFESSIONAL RECRUITMENT
MARKET LEADING GLOBAL BRAND

Our story begins in 1985 when the Group opened its first office in central London.
Since then we have developed into a global specialist professional recruitment
group, operating in a diverse range of markets worldwide.
For over 32 years, businesses across the globe have relied on us to find the very
best specialist professionals, talented executives have trusted us to help build their
careers, and companies have outsourced their recruitment processes to us. It’s a
success story we’re proud of and one that’s built on the strength and passion of
our people.
As the business continues to expand, we operate with the same commitment

to service and quality. Every candidate is treated as an individual with a focus on
advising and consulting. It means we continually have the best candidates on the
market to offer you.
At the heart of the Group’s culture and business is our team-based profit share
model which means that unlike the majority of our competition we do not pay
individual commission. This ensures the needs of our clients and candidates
always come first.
ROBERT WALTERS,
Although our reach is global we remain committed to hiring local talent so our
CHIEF EXECUTIVE OFFICER people have a deep understanding of the local market and culture. It’s what makes
us unique and helps us remain a trusted recruitment partner of the world’s leading
firms.
Robert Walters,
69%
OF OUR BUSINESS
IS FOCUSED ON
CEO,
PERMANENT Robert Walters Plc
RECRUITMENT, 31%
ON CONTRACT
GLOBAL REACH,
LOCAL EXPERTISE
Countries we operate in
28
WE RECRUIT
ACROSS 28
AUSTRALIA
BELGIUM
BRAZIL
CANADA
CHINA
FRANCE
GERMANY
IRELAND
JAPAN
KOREA
LUXEMBOURG
MALAYSIA
NEW ZEALAND
PHILIPPINES
SPAIN
SWITZERLAND
TAIWAN
THAILAND
NETHERLANDS
UAE
UK
HONG KONG PORTUGAL USA
COUNTRIES INDIA SINGAPORE VIETNAM
GLOBALLY INDONESIA SOUTH AFRICA
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To discover hiring and salary trends across the world, read our Global Trends on page 8 or
download our books covering:
• Australia & New Zealand • Japan
• Brazil • Korea
• Canada • Middle East & Africa
• Europe • USA salary data is available in our app
• Greater China & South East Asia
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www.robertwalters.com/salary-survey Search for Robert Walters Salary Checker
OUR SERVICE
Our business is built on the quality of our people. The majority WHAT MAKES US DIFFERENT
of our recruiters have direct industry experience so they truly Bespoke, consultative service
understand the disciplines they are recruiting for and the
challenges facing hiring managers.
1. Commitment to quality
We focus on building long-term, high-quality relationships
OUR CORE DISCIPLINES INCLUDE: with clients and candidates. We consult and advise, helping
• Accounting & Finance our candidates make the right career move. This builds trust
and loyalty and ensures we continually have the industry’s
• Banking & Financial Services
top talent for our clients.
• Engineering
• Human Resources
2. Specialists
• Information Technology We hire from industry to ensure our consultants are
• Legal specialists in the disciplines they recruit for. They also
• Marketing bring with them strong personal relationships and industry
• Sales networks, enabling them to find hard to reach talent with
niche skill sets.
• Supply Chain & Procurement
I’ve been impressed with Robert Walters has Robert Walters has
the service received by always been our preferred placed a number of
Robert Walters. They recruitment consultancy. finance professionals with
listened to our needs Their regional presence us, developing a good
and managed to balance and in-depth industry understanding of our
accommodating what knowledge enables us business needs, culture
we wanted with their to successfully hire high and talent profile.
obvious experience in the quality candidates across
recruitment process. multiple locations. Sue Mir, EMEA Business
Analysis Director,
Matt Earle, Regional Hagen Ong, APJ Head of Kimberly-Clark, UK
Director ASEAN, First 4 Talent Acquisition & Talent
Farming, Australia Management, Schaeffler
(Singapore) Pte Ltd,
Singapore
3. No individual commission 5. Innovation

We operate a team-based profit share system which, We were the first recruiter to launch a recruitment process
we believe, sets us apart from the vast majority of our outsourcing business and we continue to lead the way with
competitors as it ensures the interests of both the client and industry first sponsorships and brand development such as
candidate remain our number one priority. There is also no our sponsorship of the British and Irish Lions.
ownership of candidates, ensuring clients always see the
best talent we have available.
6. Long-term outlook
Our strategy is one of organic growth through international
4. Our people and culture expansion and discipline diversification. We invest in markets
We promote long-term, international careers, helping us for the long-term and maintain our presence, even in
to retain our top people, which provides continuity for our tough times.
clients. We’re proud to say our senior management team is
home-grown with an average tenure of 13 years.
7. Tailored solutions
We provide a bespoke, consultative service to our clients,
from the largest corporates, through to SMEs and
start-ups. This can include tailored premium advertising
packages, enabling clients to access difficult to reach talent.
CONTENTS
INTRODUCTION Business Support........................... 43 Resources, Engineering

Global Trends................................... 10 Human Resources & Safety........... 44 & Construction................................ 69
Regional Trends................................ 12 Information Technology Sales, Marketing &
Business Applications...................... 45 Communications............................ 70
REGIONAL OVERVIEWS Development & Testing..................... 46
Australia & New Zealand.................. 14 Digital............................................... 47 SOUTH AUSTRALIA
Europe.............................................. 16 Emerging Technologies.................... 48 OVERVIEW....................................... 71
Greater China................................... 18 Senior Appointments........................ 48 Accounting & Finance
South East Asia................................ 20 Infrastructure.................................... 49 Commerce & Industry....................... 73
UK..................................................... 22 Project Services............................... 50 Banking & Financial Services........ 74
USA.................................................. 24 Legal................................................ 51 Business Support........................... 75
Middle East....................................... 26 Procurement, Supply Chain & Information Technology................. 76
Africa................................................ 27 Logistics.......................................... 52 Sales, Marketing &
Resources Engineering & Communications............................ 77
AUSTRALIA Construction................................... 53
OVERVIEW....................................... 30 Risk Management, Compliance & VICTORIA
Audit................................................. 54 OVERVIEW....................................... 78
AUSTRALIAN CAPITAL TERRITORY Sales, Marketing & Accounting & Finance
OVERVIEW....................................... 32 Communications Banking & Financial Services........... 81
Information Technology................. 33 Banking & Financial Services........... 55 Commerce & Industry....................... 82
Commerce & Industry....................... 56 Banking & Financial Services........ 83
NEW SOUTH WALES Business Support........................... 84
OVERVIEW....................................... 34 QUEENSLAND Information Technology
Accounting & Finance OVERVIEW....................................... 58 Digital, Applications &
Commerce & Industry....................... 39 Accounting & Finance Development.................................... 85
Banking & Financial Services Banking & Financial Services........... 62 Infrastructure & Security................... 86
Accounting & Finance...................... 40 Commerce & Industry....................... 63 Project Services............................... 87
Financial Planning & Wealth Public Sector.................................... 64 Sales, Marketing &
Management.................................... 41 Business Support........................... 65 Communications............................ 88
Funds, Custody & Institutional Human Resources & Safety........... 66
Banking............................................ 41 Information Technology................. 67
Retail, Commercial & Corporate Procurement, Supply Chain &
Banking............................................ 42 Logistics.......................................... 68
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SALARY SURVEYS
WESTERN AUSTRALIA WELLINGTON

OVERVIEW....................................... 89 OVERVIEW..................................... 114 SALARY SURV
AUSTRALIA EY 2018
& NEW ZEAL
AND
Accounting & Finance.................... 92 Accounting & Finance.................. 117 SALARY SURV
BRAZIL
EY 2018
Business Support & Human Business Support......................... 118 SALARY SURVEY 2018
Resources....................................... 94 Business Transformation............. 119

CANADA
SALARY SURV
EUROPE EY 2018
Construction, Engineering & Human Resources & OH&S......... 120 SALARY SURV
GREATER CH
EY 2018
INA & SOUTH
Architecture.................................... 95 Information Technology............... 121 SALARY
JAPAN
SURVEY
2018
EAST ASIA
Information Technology................. 96 Legal.............................................. 122 SALARY SURV

KOREA EY 2018
Sales, Marketing & Policy & Regulatory...................... 122 SALARY SURVEY

MIDDLE EAST &
2018
Communications Procurement................................. 123

AFRICA
Banking & Financial Services........... 98 Property & Facilities

Commerce & Industry....................... 99 Management................................. 123
Sales, Marketing &
NEW ZEALAND Communications.......................... 124
OVERVIEW..................................... 100
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AUCKLAND SALARY SURVEY BOOKS
Drawing on our local knowledge and expertise
OVERVIEW..................................... 102 across six continents we’ve produced a series
Accounting & Finance.................. 105 of books covering:
Banking & Financial Services...... 106
•
Australia & •
Japan
Business Support......................... 107 New Zealand • Korea
Human Resources & OH&S......... 108 • Brazil •
Middle East & Africa
Information Technology & • Canada •
USA data is
Digital............................................. 109 • Europe available in our app
Legal.............................................. 111 •
Greater China &
Procurement & Supply Chain...... 112 South East Asia
Sales, Marketing &
Communications.......................... 113
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www.robertwalters.com/salary-survey
Download our app from iTunes & Google Play

Search for Robert Walters Salary Checker
WELCOME TO THE 19TH
EDITION OF THE SALARY
SURVEY, PROVIDING
CREDIBLE INSIGHT INTO
HIRING AND SALARY TRENDS
WORLDWIDE.
Our Salary Survey is based on the
ABOUT THE analysis of permanent, interim and
SALARY SURVEY contract placements made across each
of our geographies and recruitment
Welcome to the nineteenth edition of the disciplines during 2017, and our
Robert Walters annual Salary Survey. predictions for the year ahead.
As the first recruitment company to GET IN TOUCH

produce a comprehensive overview of If you would like to find out more about
global salaries and recruitment trends salaries and recruitment trends in
across the world, we are pleased to your industry, call one of our specialist
share the latest edition with you. consultants today. Contact details can
be found at the back of this book.
GLOBAL TRENDS
market deregulation spurred job growth local talent. Returning nationals with
as companies were freed up to hire international business experience were
different types of interim and contract therefore highly sought after.
roles, whilst the permanent market also
recovered. The job market in South East Asia
remained active, due largely to new
Belgian businesses entered a period of companies entering the market and
expansion and there was job growth the expansion of existing businesses,
across France. The Spanish economy despite variable economic conditions.
was buoyant and unemployment fell in
Portugal as opportunities arose in the IT, Vietnam and the Philippines faced
manufacturing and engineering sectors ongoing talent shortages with many
across both countries. The Netherlands companies reaching out to overseas
and Germany both saw strong hiring nationals to attract them back home
levels, especially in the financial services with lucrative opportunities. Meanwhile in
sector. Indonesia businesses competed to hire
GILES DAUBENEY, DEPUTY high-potential, local bilingual candidates.
CHIEF EXECUTIVE OFFICER In the UK, despite uncertainty surrounding
Brexit and the General Election, many Japan also continued to face talent
INTRODUCTION sectors hired extensively – although shortages as the government announced
While economic conditions varied in there was a shift towards contract roles a record high in the job opening to
2017, most markets experienced at as businesses sought to build agile
least modest growth, which boosted workforces able to quickly adapt to
hiring and led to candidate shortages changing economic conditions.
in certain sectors. As candidate shortages grow
In the Middle East, the total number of across the world we advise
The most significant change was in jobs declined but demand remained companies to be flexible and
Europe, as the continent’s economy and for highly skilled professionals. Both open to hiring professionals
job market began to grow again following Africa and the Middle East saw a with transferable skills.
10 years of stagnation. Strong business focus on nationalisation programmes
confidence and the onset of employment as governments promoted hiring
10 Robert Walters Salary Survey 2018

applicants ratio, leading to strong were active recruiters in, for example, For those facing candidate shortages
competition for specialists across many London, San Francisco and Dublin, often our advice is to be flexible and consider
sectors. In particular, professionals with competing against larger, more traditional hiring professionals with transferable
artificial intelligence (AI) and Internet of companies by offering candidates equity skills, even if they are not an exact fit
Things skills and experience were highly stakes in the business. for the job description. It’s also vital
sought after. for companies to streamline their
Banks and financial services firms recruitment processes, making them
Despite some global economic continued to bear the brunt of heavier efficient and timely to avoid losing top
uncertainty, China continued its growth regulation. This resulted in strong talent to competitors. Employers should
momentum bolstering confidence and demand for regulatory and compliance also be aware that salary alone will not
hiring activity. skill sets along with risk, audit and legal. attract high-calibre candidates as they
In 2018 we expect to see sustained are increasingly motivated by work-life
Digital, IT, fintech and e-commerce skill demand for regulatory and compliance balance, company culture, structured
sets will continue to be in demand due professionals, along with salary increases career progression and flexible working.
to the national ‘Internet Plus’ strategy for these sought-after professionals.
and companies’ digital transformation
projects. We also expect to see 12-18%
pay rises for technology professionals in
China in 2018. CYBER SECURITY
AND FINTECH
Australia and New Zealand’s job markets
were generally healthy and this looks set
WERE NOTICEABLE
to continue in 2018. Of particular note GROWTH SECTORS
were the booming infrastructure and AND DEMAND FOR
technology sectors, leading to demand BIG DATA SPECIALISTS
for project managers and engineers as CONTINUED AT PACE.
well as cyber security and AI specialists.
Although both countries are relatively
close to full employment, we expect
salary growth to be marginal in New
Zealand and flat in Australia in 2018.
KEY TRENDS
As in previous years the trend towards
digitalisation meant that professionals
with digital expertise were in high
demand across the globe.
Cyber security and fintech were

noticeable growth sectors and demand
for big data specialists continued at pace
as companies sought to implement new
systems to benefit from the insights
afforded by big data. Tech start-ups
REGIONAL TRENDS
With our presence spanning 28 countries across six continents, our

specialist teams offer in-depth knowledge of the sectors they recruit for.
In this section our regional managing directors share their insights on
hiring and salary trends in 2017 and their predictions for the year ahead.
Our regional overviews include:
●● Australia & New Zealand

●● Europe
●● Greater China
●● South East Asia
●● United Kingdom
●● USA
●● Middle East
●● Africa
THE GROUP’S INTERNATIONAL NETWORK
OF OFFICES SPANS 28 COUNTRIES AND SIX
CONTINENTS, ENABLING US TO MEET THE
DEMANDS OF CLIENTS AND CANDIDATES
WHOSE NEEDS EXTEND BEYOND LOCAL
MARKETS
INTRODUCTION GROWTH IN CONSTRUCTION

“There is a sense of cautious optimism Numerous infrastructure projects Our presence in Australia &
across many regions and sectors in are planned or already under way in New Zealand:
Australia and New Zealand. Overall, the Australia and New Zealand, fuelling
job market is robust and this looks set demand and wage growth in many • Adelaide
to continue in 2018. areas of the public sector. Construction • Auckland
of new roads, airports and hospitals in • Brisbane
While the outlook for the Australia and 2018 means employers will continue to • Chatswood
New Zealand job markets remains be on the hunt for project managers,
• Melbourne
healthy, this doesn’t tell the whole story. engineers and project finance experts.
There are pockets of the Australian • Parramatta
and New Zealand economies that are • Perth
absolutely booming, however there are • Sydney
also some areas that are in decline. • Wellington

DRIVING EFFICIENCIES JOBSEEKER MOTIVATIONS
That sense of caution and vigilance In Australia and New Zealand, the
The Australia and extends beyond financial services primary reasons for professionals to
New Zealand job markets though. Regardless of sector, Australian begin active job searches are salary
are set to remain positive in and New Zealand organisations increases and career progression.
2018. are increasingly focusing on cost Employers who can offer both will be
efficiencies and leaner ways of working. most likely to attract and retain star
The net result is that salary growth is performers in 2018.
only marginal in New Zealand overall,
TECH SKILLS IN DEMAND and flat in Australia. All in all, we expect the Australia and
Specific areas of technology are also New Zealand job markets to remain
taking off right now. These include Meanwhile, both countries are relatively generally positive in 2018, with some
cyber security, robotic process close to full employment, which means regions set to enjoy modest growth. At
automation, and artificial intelligence. that future economic growth may rely a time of global economic uncertainty,
Professionals with expertise in these upon importing offshore talent. Fresh Australia and New Zealand appear
areas will be much sought after in from the 2017 election, New Zealand’s stable and secure.”
2018. Conversely, lower-level tech roles government will continue to actively
such as manual testing and helpdesk encourage New Zealand professionals James Nicholson,
are in decline, as they are increasingly living overseas to relocate home. Managing Director,
outsourced to cheaper labour markets Australia’s government is tightening Australia & New Zealand
overseas. its grip on 457 skilled working visas,
making it harder for employers to recruit
BANKS SEEK COMPLIANCE outside Australia. It remains to be seen
PROFESSIONALS whether, during a time of uncertainty at
In the wake of recent scandals in the federal government level in Australia,
banking and financial services sector that decision can be reversed in 2018.
in Australia, centered on misconduct
within the banks, the pressure is on
for financial institutions to be more
transparent and report on their
remediation projects. We therefore
expect demand to remain high, and
salaries to increase for professionals
with a background in compliance,
regulation and risk management.
15
EUROPE
INTRODUCTION 2017
“After 10 years of stagnation, economic In France, the IT, real estate, construction, Our presence in Europe:
conditions improved across Europe engineering, healthcare and consulting • Belgium
in 2017. As a result, recruitment sectors were all extremely active • France
levels were high as strong business recruiters. The multiplication of national • Germany
confidence spurred companies to and European regulatory requirements
• Ireland
increase headcount. The onset of de- and the increase in consequent checks
• Luxembourg
regulation across many of Europe’s major led to a greater number of control and
employment markets generated further monitoring jobs, following on from the • Netherlands
job growth as businesses began to have recent growth in compliance jobs. Greater • Portugal
the freedom to offer new types of interim hiring activity was particularly notable • Spain
and contract roles to candidates. outside the Paris region, with job growth • Switzerland
across the whole of France.
Continued employment law de-regulation chief accountants, business/financial
will cause candidate shortages to In Belgium, businesses entered a period controllers, internal audit professionals
increase across Europe as businesses of expansion, following a minor lull at the and treasurers.
race to compete for the best talent. outset of 2017. Nearshoring continued
This will also result in an upward trend to shape recruitment activities, with Germany enjoyed a buoyant year,
in salaries for both specialist and a growing number of roles opening with hiring levels up among financial
generalist professionals. up outside of urban centres. Demand services employers, where middle office
was high for qualified accountants, professionals such as specialists in
finance, audit, legal regulatory, compliance compliance experience as businesses In the Netherlands, front office hiring
and risk were in high demand, driven by prepared for upcoming regulatory change. in financial services may be limited,
the positive economic situation and the Across the wider market, candidates with though specialists in data, IT and interim
potential for some functions within banks a local market skill set who were fluent in compliance will remain highly sought
relocating to Germany following Brexit. Swiss German were highly sought after. after. When the DBA Act comes into
force, we expect to see a temporary
Recruitment activity in Ireland was high, 2018 slump in interim hiring as employers
with financial services firms creating Europe is expected to enjoy another assess the full impact of the Act.
opportunities for compliance and strong year, with confidence remaining
regulatory professionals, and a growing high among professionals and employers In Germany, skills shortages will remain
tech start-up community driving demand due to continued de-regulation and acute as the economic situation remains
for IT specialists. With high levels of economic growth. positive and employers continue to
candidate movement, counter-offers look to expand. Professionals who can
became a popular strategy to retain In France, demand will be highest for support digitalisation projects and experts
staff, though many professionals were senior level professionals who can help with good IT skills will be in particularly
influenced by company culture and brand businesses overhaul their operating short supply.
rather than salary alone. model and embrace digitalisation to
expand. Employers may struggle to retain Demand will remain high in Spain for
In the Netherlands recruitment levels talent if they do not review and embrace finance, control, HR and IT professionals,
were buoyant, despite sluggish interim new working models, with many who can demonstrate commercial
hiring early in the year as employers professionals looking for businesses acumen as well as technical skill.
prepared for the introduction of the which offer flexible working options. The improving economy will lead
DBA Act establishing new rules for many businesses to look to expand
hiring contractors. Mid to senior Similarly, in Belgium, sales professionals internationally, creating strong demand
finance professionals became more who can help businesses expand will be for professionals with foreign language
mobile, looking for roles that could offer highly sought after, with foreign language skills and international experience.”
significant career progression, while skills in high demand. Activity in Belgium
interim compliance specialists were will be influenced by the wider European Antoine Morgaut,
sought to oversee projects relating to recovery and salaries are expected to CEO,
regulatory change. grow ahead of inflation. Europe & South America
The Spanish economy was buoyant,

influenced by growing tourism revenues
driving recruitment activity. Digitalisation
projects in many businesses also
helped stimulate hiring for a range
of professionals. The construction,
automotive and manufacturing sectors
were also active, helping to create high
demand for engineers despite the slump
in the oil industry.
In Switzerland, demand continued

for professionals with regulatory and
17
GREATER CHINA
“Despite general global economic CHINA

uncertainty, the world economy’s A major drive by Chinese companies to Our presence in Greater China:
eastward shift continues. The Greater internationalise their businesses led to
China region has maintained its growth heightened competition among hiring • Beijing
momentum, led by the sustained managers for bilingual professionals • Shanghai
performance of China, now the world’s and those with experience working in • Suzhou
second-largest economy. international companies. • Southern China
• Hong Kong
DEMAND FOR TECHNOLOGY The Chinese government also rolled out
• Taiwan
TALENT a series of initiatives and policies, such
China, Hong Kong and Taiwan all as ‘Internet Plus’ and ‘Made in China
experienced an increase in demand 2025’ strategies designed to sustain we saw more research and
for digital innovation and technology business confidence and support development centres being established,
expertise. Automation, cloud various industries, including technology international service firms entering the
technology, e-commerce, big data and and manufacturing. market and affordable luxury brands
cyber security were some of the key expanding into second-tier cities,
growth areas, with many companies In addition, with the continuing shift resulting in an increase in overall
in the region undertaking digital towards a service-led, consumption- recruitment activity.
transformation projects for their future based and innovation-driven economy,
development.

HONG KONG experienced pressure on margin HIRING ADVICE
Hong Kong began 2017 with generation because of a slowdown in To attract the best talent, we advise
more conservative hiring levels, tourism. companies to be flexible and not to
predominantly focused on replacement- focus only on direct financial benefits
based recruitment. There were still Investment in the technology sector such as salaries and bonuses.
key pockets of specialist professional continues to evolve, supported by the
hiring, for both permanent and ‘Asian Silicon Valley’ plan. We are also Companies are recommended
contract positions. Given its deepening seeing an increase in professionals with to consider the non-monetary
economic integration with China, regional experience and multilingual rewards and intangible benefits
Hong Kong is well-positioned to skills to support business restructuring, they can offer, such as career
capitalise on the nation’s rapid in particular in the supply chain and development opportunities, training
economic rise. Alongside its financial logistics industry. In general, Taiwan schemes, employee-friendly working
services prowess, Hong Kong has a is still very much a candidate driven environments and good corporate
deep pool of world-class professionals market, and we have noticed a flow of cultures. These can play an important
in accounting, technology, legal, talent between China and Taiwan. role in long-term staff engagement and
management, communications, retention.”
logistics and many other sectors.
Matthew Bennett,
The city showed an unexpectedly With ongoing digitalisation Managing Director,
strong growth rate through 2017, and of businesses creating Greater China
it continues to be the fund-raising hub widespread demand, the
for the ‘Belt & Road’ initiative. This is a Greater China recruitment
development strategy proposed by the market will remain
Chinese government which focuses on competitive and we expect
connectivity and cooperation between to see healthy demand for
Eurasian countries and on underlining top-tier professionals and
China’s push to take a larger role in specialists.
global affairs.
With this in mind we expect demand in

2018 for high-calibre professionals to
support the development of commercial
services, infrastructure, operations and
management.
TAIWAN
Economic conditions improved in
Taiwan with an increase in global export
demand. The crucial semiconductor
and engineering sectors remained
strong, whereas retail and FMCG
19
SOUTH EAST ASIA
INTRODUCTION services. Companies operating in these

“Despite variable economic conditions growing sectors were active in seeking Our presence in South East Asia:
across South East Asia in 2017, the quality candidates.
job market remained active. This was • Indonesia
largely due to the region’s dominance Likewise, an influx of multinational firms • Malaysia
in attracting new market entrants and and continued growth of local and fast- • Philippines
supporting the expansion of existing emerging businesses resulted in strong • Singapore
businesses. demand for high-potential talent in the • Thailand
Philippines. Businesses establishing
• Vietnam
The ease of doing business in Malaysia, themselves in the country were keen
for example, increasingly led to the to gain greater market share, resulting
growth of the shared services sector, in back office talent in HR and finance offer top-tier talent substantial salary
producing higher demand for finance being in high demand. increases. Additionally, the growing
and accounting talent. Similarly, against healthcare sector saw a rise in demand
a backdrop of stable economic and A similar trend was observed in Thailand. for technical healthcare professionals.
political growth in Indonesia, there was As a more stable economy developed,
strong growth across most sectors in multiple foreign investments led to 2017 also saw the expansion of
2017. Banking and financial services, the growth of the supply chain and Vietnam’s industrial sector, with a higher
insurance, manufacturing and FMCG in engineering sectors in particular. The number of multinational corporations
particular performed well, and the fastest e-commerce, chemical and building investing in the manufacturing market.
expansion was seen in professional materials industries were able to The job market was also particularly
active for legal and corporate as UX designers. Cloud, cyber security learning ability, rather than purely for their
governance professionals. Firms in and big data were key growth areas. This technical skills will make successful hires
the FMCG, tech and pharmaceutical is expected to continue in 2018. in 2018.
industries increasingly demanded
in-house legal counsels to boost This focus on business transformation Modest economic growth led to
internal efficiency. also helped to trigger demand for HR continual upward pressure on salaries
professionals with change management across most countries in South East
Singapore saw more conservative experience. Those with proven ability Asia, although the salary increments
hiring levels, due mainly to increased in cultural transformation will be sought offered were minimal. Candidates with
offshoring, nearshoring and cost- after in 2018 as companies undergo in-demand and niche skill sets naturally
cutting initiatives, specifically within the further cultural and structural change. received the highest increments as
banking sector. However, there were part of their annual salary reviews, with
still key pockets of active hiring within some also receiving pay rises throughout
the information technology and sales A strong economic outlook the year. However, salaries mostly
and marketing sectors, along with a and ongoing digitalisation, remained flat in Singapore, owing to low
growing contract market. as well as steady market inflation rates.
expansion, are set to drive
KEY TRENDS salaries in 2018. 2018 EXPECTATIONS
Regardless of economic conditions, A strong economic outlook and ongoing
every market sharpened its focus digitalisation, as well as steady market
on developing a more localised expansion, are set to drive salaries in
workforce and prioritised the hiring and However, talent attraction and retention 2018. Local candidates with strong
development of locals for key strategic remained a challenge across the technical skills and international
positions. Firms also sought nationals region, as talent shortages and turnover backgrounds are set to be highly sought
returning from overseas to overcome rates remained high. We advise hiring after.”
talent shortages. This was especially managers to simplify and streamline
true in countries like Singapore, Vietnam their recruitment processes to ensure Toby Fowlston,
and the Philippines. However, Indonesia timely hires. Those who focus on Managing Director,
struggled with an imbalance between the hiring candidates for their potential and South East Asia
demand for high-potential, local bilingual
candidates, and the available supply.
Digitalisation also continued to be a

key priority across most markets in
South East Asia, due especially to a
rapidly growing younger population and
increasing consumerism. There was a
growth in demand for professionals with
digital expertise, across both marketing
and IT. As more business moved to
online or mobile platforms, there was a
rise in demand for IT experts proficient in
running back office digital infrastructure
or those with niche technology skills such
21
UNITED KINGDOM
2017 buy-side at the junior level owing

“Despite uncertainty surrounding to natural candidate churn. Our presence in the UK:
Brexit and the General Election, many
businesses recruited extensively The technology sector enjoyed strong • London
with a notable shift towards contract growth, with specialists in cyber security • Birmingham
hiring as businesses looked to build and fintech highly sought after. Demand • Guildford
an agile workforce that could adapt for IT professionals came from large • Manchester
to shifting economic conditions. multinationals looking to build more • Milton Keynes
robust data protection systems, as
• St Albans
Banking and financial services firms well as a growing community of small
took a relatively cautious approach start-up tech firms in London and other
to recruitment, with most demand regional hubs. While opportunities were and adapt supply chains in preparation
representing replacement hiring. available for senior professionals, most for Britain developing new trading
Compliance, risk, audit and legal hiring was focused on junior talent, as relationships outside the European Union.
were exceptions, with professionals in firms looked to train up their own staff.
these fields highly sought after in light Regulatory pressure also shaped demand
of ongoing pressure from regulators. Businesses in the FMCG and for projects professionals. Tier one banks
Overall, the financial services sector manufacturing sectors prepared for sought candidates with experience of
had a stronger year than anticipated, Brexit by hiring procurement and supply MiFID II, GDPR, Structural Reform and
with healthy hiring activity on the chain professionals who could build BCBS 239. Mid-level to senior machine

learning specialists were in demand as 2018 procurement and supply chain specialists
businesses increasingly recognised the Demand for professionals is likely to with experience in international markets.
importance of data science in driving continue in 2018 despite uncertainty
growth and increasing productivity. concerning the onset of Brexit. We also anticipate that salary growth
Businesses will have to implement will be limited across most roles,
Pressure from regulators also drove new projects to adapt to the changing however, the technology sector will be an
demand from financial services firms for economic circumstances, develop exception with professionals specialising
legal professionals specialising in risk new supply chains and consider in cyber security and business
and compliance. Among private practice expanding into new international intelligence demanding significant pay
firms, demand was highest for lawyers markets. All of these changes rises when moving roles. Regulatory
with 2-5 years’ PQE, with specialists in will continue to drive hiring. specialists will also receive significant
real estate, finance, construction and increases due to the widespread
private equity highly sought after due to We anticipate that regulatory specialists shortage of these professionals.
the continued growth in these sectors. will continue to be sought after by
banks and financial services firms Employers will need to emphasise the
Employers in Birmingham and in light of ongoing pressure from potential for career progression a role can
Manchester actively recruited throughout regulators. As demand outstrips offer when looking to secure top talent,
the year, with several sectors seeing supply for compliance, legal and risk offering clear timescales and tangible
particularly good growth. Manufacturing professionals, employers will struggle goals required for promotion. Businesses
and FMCG businesses benefited from the to secure top talent in this area. should also consider embracing agile and
weakened pound by increasing exports, remote working models, as professionals
leading to demand for procurement and Manchester and Birmingham should increasingly prioritise work-life balance
supply chain professionals to oversee continue to see high levels of hiring when choosing a role. In light of ongoing
projects related to this growth. Tech activity in 2018, with the tech sector in skills shortages, operating rapid hiring
companies were also active in recruiting, particular expected to expand in both processes will be vital to avoid losing
with small start-up firms actively looking regions. Manufacturing and FMCG firms desirable professionals to competitors.”
to grow. The presence of shared service may experience a more restrained period
centres in the regions also provided as Brexit approaches and new supply Chris Hickey,
a steady stream of roles for mid and chains need to be established. However, CEO,
back office professionals such as this should also create demand for UK, Middle East & Africa
legal, IT and compliance specialists.
Salaries were largely stable, though

exceptions were possible in high
growth industries such as tech or for
compliance specialists within financial
services. The UK remained a ‘two-
speed economy’ with salaries growing
faster in London than the rest of the
UK. However, the continuing trend for
nearshoring created well compensated
roles across the UK regions.
23
USA - NEW YORK
2017 with the exact experience required for the throughout 2017, and this situation is
“New York experienced steady demand role. likely to persist in 2018. In part, this
for professionals throughout 2017, with has been driven by the trend towards
specific sectors such as hedge funds, We expect to see demand for nearshoring, with large firms relocating
fintech companies, media firms and the professionals with a background in big certain mid and back office functions
buy-side of asset management offering a data and data science. Specialists at the outside the New York area, further
high volume of opportunities. mid and senior level who can implement shrinking the pool of available talent.
new systems to allow employers to
The flow of jobs was limited in the benefit from the insights afforded by In light of this, firms looking to fill
first quarter of the year as employers big data will be in highest demand. In business critical roles may need to adapt
delayed hiring decisions in light of the addition, we expect ongoing demand their approach to hiring, considering
surprise outcome of the presidential for regulatory specialists in banking and professionals with transferable skills who
election. However, as we moved into financial services, as well as technical may not be a precise fit for the position.
quarter two and the second half of the accountants who can ensure firms are
year, employers showed a measured compliant with new financial regulations. Overall, we expect 2018 to be a year
confidence, with the volume of available characterised by modest but sustainable
roles increasing. Software engineers will also be in high growth, with employers being forced to
demand in light of the ongoing growth offer more competitive salaries to secure
2018 of e-commerce firms and digitalisation top talent among a small pool of available
In 2018 we anticipate steady and projects among established businesses. professionals. Candidates who are
sustainable rises in demand across The growth of digitalisation will also prepared to take a flexible approach and
all sectors, as political and economic be a key driver in spurring demand for consider roles in new growth areas such
uncertainties become clearer and advertising technology specialists across as fintech, will be more likely to realise
employers become more confident in all sectors. their ambitions in terms of securing a
making hiring decisions. However, we role which can offer a strong salary and
still expect hiring managers to maintain With top calibre professionals in these career progression.”
a stringent approach to recruitment fields in short supply, employers have
processes, only considering candidates had to contend with skills shortages Kurt Kraeger,
Managing Director, New York
USA - SAN FRANCISCO
2017 The bulk of demand was for mid to technologies emerge, AI and machine
“The recruitment market in San Francisco senior-level professionals, with many firms learning will remain major areas of
was generally busy in 2017, with most looking to take on candidates for their first development. In terms of skill sets, we
firms looking to expand and increase management positions. anticipate product designers and data
headcount, building on growth seen scientists will be highly sought after.
over the past five years. The first quarter The widespread growth in demand for
represented an exception to this trend, professionals led to many hiring managers Hiring managers will face a challenging
with some businesses delaying hiring facing skills shortages in key disciplines. candidate short market. Moving
decisions and candidates being more Demand for both product designers quickly through hiring processes will
reluctant to move jobs due to the political and data scientists outstripped supply. be important, with highly sought-after
uncertainty following the president’s Outside of tech specialisms, financial candidates likely to receive multiple offers
inauguration. controllers were highly sought after, simultaneously. Employers who have
along with life-cycle marketers, product clearly identified the qualities and skills
Hiring levels increased significantly marketers and demand generators. they are looking for, along with an efficient
throughout the year, with high levels of and coordinated recruitment strategy, will
investment from venture capital firms Despite the high demand for professionals be in the strongest position to hire.
spurring recruitment activity. Machine in 2017, salaries saw little movement due
learning and AI were both major growth to remuneration levels already being high. Professionals may struggle to secure pay
areas in 2017, creating high demand Instead, employers used flexible working rises, except for those with the most in-
for specialists in these areas. Tech and a positive company culture to attract demand skills where increases of 5-10%
professionals specialising in robotics were staff, while smaller firms also offered are possible. For smaller firms equity
sought after, and businesses focusing equity agreements. offers will remain a popular strategy for
on drone development were particularly attracting talent.”
active. Cyber security specialists also 2018
saw high demand for their skills, as did We expect another strong year for Simon Bromwell,
professionals with a background in health recruitment, with demand for candidates Managing Director, San Francisco
technology. continuing to outstrip supply. While areas
of specific demand may shift as new
25
MIDDLE EAST
2017 While the total number of jobs declined, Fintech and manufacturing will remain
“2017 was a challenging year in demand remained for highly skilled growth sectors, spurred by government
the Middle East, with conflict in the professionals. Salaries remained static incentives to diversify industries in the
region creating economic and political within professional services, with region.
instability, leaving many employers bonuses more modest than in previous
hesitant to pursue growth. The slump in years. IT remained a growth sector Nationalisation programmes will create
the oil price impacted various industries, throughout the year, with employers opportunities for UAE and Saudi
stalling construction and infrastructure looking to secure professionals with nationals, particularly those who have
projects and slowing recruitment. backgrounds in cyber security and web experience working overseas, combined
development. with an understanding of local business
However, employers in the region took culture. Sales professionals will remain
steps to adapt, pursuing economic Employers focused on recruiting in demand as businesses expand their
diversification and placing an emphasis candidates with local market knowledge markets to overcome the challenging
on business services and tourism. In which led to fewer relocations by economic conditions.
the UAE, the decision to simplify visa international candidates lacking Middle
rules for Indian and Chinese citizens East experience. When recruiting, employers should
provided a boost to tourism, bolstering consider that the recent slump in salary
the hospitality and retail sectors. 2018 growth is likely to make compensation
With ongoing political and economic packages a key priority for many
The announcement of Saudi Aramco’s uncertainty and the slump in the oil professionals.
5% share float, the 2022 Qatar World price, the Middle East will continue to
Cup, and Expo 2020 in Dubai all helped face a challenging period. Despite 2017 being a challenging year,
to shore up confidence and offset there is an atmosphere of cautious
the economic challenges the region Bank consolidations are likely, impacting optimism and we anticipate highly skilled
faced, while the announcement of VAT on demand for professionals in these professionals will be able to find lucrative
introduction created opportunities for sectors but creating opportunities opportunities in 2018.”
tax specialists, as employers adapted for legal professionals specialising in
to the legislation. mergers and acquisitions. Jason Grundy,
Country Head, Middle East
AFRICA
2017 sectors. To help build these industries, foreign investment. Due to talent
“South Africa enjoyed a growing sense employers sourced professionals from shortages, highly desirable candidates
of confidence in 2017, with increased overseas who could pass on their skills will be able to secure strong salary
recruitment activity despite a somewhat to local workers. increases of 12-15%.
sluggish economy. Finance and legal
professionals were highly sought after In East Africa, growth was strong, due Across the rest of the continent,
across financial services and other largely to heavy government investment expect employers to maintain a
industries, while technology and FMCG in infrastructure and support for national sense of measured confidence, with
firms were active in hiring IT specialists. citizens in securing professional roles. developments contingent on how the
International investment was also political situation develops in many
Securing employment equity candidates forthcoming, with foreign money injected countries.
was a high priority. Businesses targeted into the technology, FMCG and financial
nationals working overseas encouraging sectors in Kenya and Uganda. Cote d’Ivoire and other French speaking
them to return home. In addition, West African countries are expected to
employers were active in sourcing mid West Africa also struggled with attract significant foreign investment,
to senior-level professionals with strong the decline in oil prices, but heavy helping to spur growth across all
industry experience and technical skills. investment in infrastructure helped to sectors. Investment in infrastructure
offset the impact, as did healthy levels of is likely to be widespread, creating
Businesses in North Africa struggled in foreign investment. demand for engineering professionals,
2017. Muted oil prices and stagnation in while the growth of financial services
the Mediterranean economies led to a 2018 firms will lead to an increase in demand
slow recruitment market. South Africa is expected to enjoy a for candidates with international
buoyant 2018, with rising confidence experience.”
In Central Africa, despite political and among employers and high levels of
economic instability, governments recruitment, with finance and legal Nic Sephton-Poultney,
continued to attract international professionals enjoying rising demand for Country Manager, South Africa
investment, particularly in the their skills. However, political instability
agricultural, manufacturing and FMCG may present a challenge to securing
27
LOCAL TRENDS - AUSTRALIA &
NEW ZEALAND
In this section we delve deeper into the hiring and salary trends
we expect to see across our local market in 2018.
The locations covered are:

●● Australian Capital Territory
●● New South Wales
●● Queensland
●● South Australia
●● Victoria
●● Western Australia
●● Auckland
●● Wellington
Australia
Australia is currently enjoying a period of economic stability, which

is expected to continue. In 2018, the jobs market is predicted to
be steady, with pockets of high demand in some areas.
In most major cities, the big drivers of jobs growth in 2018 will be the
technology and infrastructure sectors. Some cities will also experience high
demand in the compliance areas of banking and financial services.
Technology is fundamentally reshaping organisations across every industry

sector as businesses seek to become more efficient and customer-focused. In
2018, employers will be looking to attract and retain IT professionals in several
specialist areas, including cyber security, robotic process automation, artificial
intelligence, business intelligence and analytics, user experience and user
interface. We expect to see strong salary growth for these professionals.
Technology is fundamentally
50%
OF PROFESSIONALS ARE
reshaping organisations
across every industry sector
as businesses seek to
become more efficient and
CONFIDENTLY OPTIMISTIC ABOUT customer-focused.
JOB OPPORTUNITIES

Several Australian state economies, industry. In 2018, remediation projects
most notably Queensland and Western will continue within many major financial
Australia, are reliant upon major institutions. Consequently, demand
projects to drive growth. The good will be high for risk management
news in 2018 is that federal and state and compliance professionals in
governments are investing heavily in New South Wales and Victoria,
infrastructure with several major rail although salaries are unlikely to
and road projects getting underway. dramatically increase as a result.
These developments will drive In 2018, many Australian businesses

continued competition for civil will remain risk averse and cost
engineering professionals, but there conscious. While some in-demand
will also be a knock-on effect on other professionals will enjoy salary growth,
ancillary services. We expect to see the broader market is likely to remain
salary growth in many states for project stagnant. Many employers will seek
coordinators, commercial claims to retain professionals by offering job
specialists and project finance experts.
INDONESIA
flexibility, learning opportunities and
SUPPLY CHAIN & LOGISTICS
other health and wellbeing benefits
In the wake of several financial services instead of increasing salaries.
JAMES NICHOLSON, scandals in 2016 and 2017, the
MANAGING DIRECTOR, government is ramping up regulatory
AUSTRALIA & NEW ZEALAND scrutiny of the financial services
FINTECH
31
DRIVERS
DRIVERS OF
OF JOB
JOBGROWTH:
GROWTH:
EMERGING TECHNOLOGY
Emerging Technology
Emerging Technology
31% Infrastructure
Infrastructure
Risk and Compliance
Of professionals are motivated

to change jobs for better
salary and benefits Many employers will seek
to retain professionals
by offering job flexibility,
learning opportunities and
other health and wellbeing
benefits instead of
increasing salaries.
*All statistics from A&NZ Pay & Bonus Survey 2017, 1789 respondents
Australia 31
AUSTRALIAN CAPITAL TERRITORY
for contractors and 20-25% higher for talent and recruitment processes must
permanent professionals. be quick and efficient. We recommend
sponsoring staff through security clearance
DRIVERS OF GROWTH for employers who have this capacity.
Furthermore, large-scale digital
transformations across federal government Investment in attracting security-cleared
will be driving job growth in the talent will help reduce long-term resourcing
government sector, extending to its service costs and result in employee commitment.
provider partners. A major driver of this In addition, we propose flexible work
transformation is Canberra Data Centres’ options to attract professionals from
partnership with Microsoft. interstate, including remote working, fly-in-
fly-out and work-from-home arrangements.
As Microsoft continues to pursue Protected
Clearance, enabling public cloud offerings Hiring managers would do well to familiarise
33%
ON AVERAGE HIGHER
for secure government data, the territory’s
digital modernisation will experience rapid
innovation. As a result, hiring managers
at technology consultancies will be
themselves with the local market’s project
schedules when seeking professionals
who are already employed in the ACT as
candidates often receive multiple offers.
REMUNERATION THAN OTHER seeking senior cloud-based specialists The best talent is secured when hiring
AUSTRALIAN STATES in anticipation of these future service managers approach candidates early,
opportunities. before the end of their current project,
and offer the flexibility to complete before
INFORMATION TECHNOLOGY In addition, ongoing infrastructure programs starting their next project.
The overall market stabilised in 2017, continue to drive long-term demand for
following a significant jump in IT salaries in network engineering, software engineering,
2016. In 2018, we expect to see a gradual systems engineering and infrastructure
increase in rates so employers must be project management professionals. The best talent is secured when
prepared to pay premiums to attract hiring managers approach
and retain talent in the Australian Capital ADVICE TO HIRING MANAGERS candidates early, before the end
Territory (ACT). Professionals in the ACT A shortage of technical specialists with of their current project.
will generally enjoy higher remuneration security clearance remains so hiring
than other Australian states: 30-40% higher managers need to be decisive to secure
Australian Capital Territory
INFORMATION TECHNOLOGY
ROLE PERMANENT CONTRACT

SALARY PER ANNUM AUD ($) RATE PER HOUR AUD ($)
2017 2018 2017 2018
Infrastructure
Security Analyst 110 - 140k 120 - 160k 80 - 110 90 - 115
DevOps Specialist 100 - 140k 120 - 150k 80 - 125 85 - 125
Solutions Architect 150 - 200k 170 - 220k 115 - 150 115 - 160
Solutions Designer 140 - 170k 150 - 200k 90 - 130 100 - 130
Engineer 125 - 160k 130 - 180k 80 - 120 95 - 120
Help Desk Support 55 - 75k 55 - 75k 35 - 55 35 - 55
Project Services
Change Manager 130 - 180k 130 - 180k 100 - 130 110 - 140
Business Analyst 120 - 160k 120 - 160k 80 - 110 80 - 110
Programme Manager 160 - 220k 160 - 220k 120 - 160 120 - 160
Project Manager 130 - 170k 130 - 170k 90 - 120 90 - 120
Project Scheduler 70 - 120k 70 - 120k 60 - 85 60 - 90
Project Coordinator 60 - 100k 60 - 100k 60 - 80 60 - 75
Development/Testing
Mobile Developer 110 - 160k 110 - 160k 90 - 130 90 - 130
Developer 110 - 150k 115 - 155k 90 - 130 95 - 135
Automation Tester 100 - 150k 100 - 150k 80 - 110 80 - 110
Test Analyst 70 - 110k 70 - 110k 60 - 90 60 - 90
ERP/CRM
ERP/CRM/BI Architect 150 - 210k 150 - 210k 110 - 160 110 - 160
ERP/CRM/BI Project Manager 150 - 210k 150 - 210k 110 - 160 110 - 160
ERP/CRM Functional Consultant 140 - 170k 140 - 170k 110 - 140 110 - 140
BI Developer 100 - 150k 100 - 150k 80 - 125 80 - 125
Data Analyst 65 - 140k 65 - 140k 40 - 110 40 - 110

NB: Figures are salaries inclusive of superannuation, but exclusive of benefits/bonuses unless otherwise specified.
Australia 33
NEW SOUTH WALES
2018 EXPECTATIONS (AI), data analytics and digital (UX/

Moving into 2018, the job market UI). On the other hand, offshoring
looks exceptionally healthy in some and automation have dramatically
areas and much tighter in others. reduced demand for lower level roles.
The net result is likely to be a steady
market with minimal wage growth. We expect to see more professionals
broadening their horizons in 2018 with
The NSW state government a heightened focus on roles outside
will continue to invest heavily in the large corporates. Start-ups and
infrastructure projects in 2018, fintechs are increasingly attracting top
including roads, trains, rail and buses. talent as their fast pace of growth,
This will inject money into the economy agility and the career growth potential
and drive jobs in infrastructure, they offer are hugely attractive.
engineering and project management.
88%
OF PROFESSIONALS ARE OPEN
This will also boost job prospects in
associated industries like property,
construction and engineering.
Regardless of the size of employer,
we expect professionals to be more
open to contract-based roles or
shorter-term fixed contracts than
TO NEW JOB OPPORTUNITIES Organisations in most industries they might have been 12-24 months
WHEN NOT ACTIVELY LOOKING will continue to develop through ago. The much-heralded ‘gig
major digital transformation economy’ is taking root in NSW.
projects. Demand for professionals
2017 INSIGHT who can drive structural change
The New South Wales (NSW) jobs will remain extremely high.
market was stable in 2017, backed by The job market looks
a relatively positive macroeconomic The technology and digital markets exceptionally healthy in some
story with high government spending will continue to experience a shortage areas and much tighter in
and relatively broad-based business of skills, although demand will be others. The net result is likely
confidence. Overall, wage growth in polarised. We anticipate plenty of to be a steady market with
the market as a whole was low. career opportunities and salary minimal wage growth.
increases for professionals in areas
like cyber security, artificial intelligence
ACCOUNTING & FINANCE introduce, establish and monitor
The past year has seen growing controls and frameworks within financial
demand for ‘Big 4’ mid-level institutions. Many of these roles will
accountants at the $90 - 100k level be recruited on a contract basis.
and we expect this to continue in
2018. This is due to the persisting Structural transformations are also
trend of resourcing finance underway at many banks and financial
departments with capable juniors services organisations as they seek to
and cutting costs at the senior end. harness digital and data analytics to
improve the way they attract, retain and
While the economy remains relatively engage with customers. To facilitate
buoyant, we also expect to see these changes, financial institutions
high demand for financial analysts. will continue to seek, and pay a
Modest salary growth is possible for
corporate accountants who work as
strategic advisors within a business
while traditional compliance roles
premium for, IT specialists in 2018.
Hiring managers will be looking for

professionals with experience in anti-
#1
CAREER PROGRESSION PRIMARY
are unlikely to see salary growth. money-laundering, financial crime MOTIVATOR FOR CHANGING JOBS
prevention, risk management and
At the senior level, supply outstrips remediation in 2018. They will also
demand and this trend is expected to be seeking quality change managers, With so many infrastructure projects
continue in 2018. Limited turnover and business analysts and project planned and underway in NSW, we
a continued cost focus at the level of managers who can handle large- expect to see an increase in union
financial controller, financial director scale projects. Demand will exceed negotiations taking place in 2018.
and CFO will make it challenging supply and professionals will expect a HR professionals with experience in
for those seeking new jobs. combination of competitive salary and employee relations are in short supply
bonus packages, coupled with work-life and will be progressively in demand.
BANKING & FINANCIAL balance and good workplace culture.
SERVICES To retain and secure the best HR
Waves of regulatory change continue HUMAN RESOURCES talent, hiring managers need to
to wash through the banking and With so much transformational change show candidates how highly valued
financial services sector, with no sign underway across industry sectors in human resource management
of letting up in 2018. In the wake of NSW, acknowledgement is growing is within their business. Beyond
financial scandals in Australia and that HR management is strategically salary, candidates will also be keen
overseas, the Australian Securities important. Senior leadership teams to see hiring managers clearly
and Investments Commission and are leaning on their HR colleagues articulate the personal development
the Australian Prudential Regulation and increasingly value their advice. opportunities they can offer.
Authority are increasingly active.
This is good news for HR professionals INFORMATION TECHNOLOGY
Large-scale remediation projects who can demonstrate experience of Hiring managers in the IT sector will
are underway within many banks communication roadmaps, driving see highly contrasting levels of demand
and financial services organisations innovation, contingency planning in 2018, depending on the jobs they
and these will continue during 2018. and organisational structure design. are recruiting for. Skills shortages and
Consequently, demand will remain These skill sets have great potential average salary growth will continue
high for professionals who can for salary growth in 2018. in cyber security, robotic process
Australia 35
automation, AI, business intelligence Salary bands and internal rate cards
and analytics, not to mention digital may need to be regularly reviewed
roles in UX and UI. However, there is and, where necessary, adjusted for The challenge for employers
a surplus of candidates for lower level niche skills or emerging roles that will be up-skilling their
roles such as infrastructure operations, don’t fit into historical bands. Hiring existing technology
helpdesk and manual testing. processes should also be streamlined workforce and investing
to allow hiring managers to move fast in the next generation of
In niche areas of high demand, and avoid missing out on talent. technology talent to help fill
proactive employers will step up the growing void in skill sets.
their efforts to retain staff in 2018. Another challenge for employers in
That may be through a combination 2018 will be up-skilling their existing
of training and development, pay technology workforce and investing
rates, flexible work environments and in the next generation of technology Employers who offer comprehensive
career progression opportunities as talent to help fill the growing void in training and development will have
well as access to interesting projects skill sets. It is progressively challenging a competitive advantage in the jobs
and emerging technologies. for entry-level IT candidates to enter market in 2018 and beyond.
the market with so many low-level
When it comes to attracting and roles drying up due to years of LEGAL
hiring technology specialists, larger continued offshoring or automation. The jobs market in 2017 was busy
organisations are sometimes and demand for mid-level lawyers
hamstrung by processes that are Professionals are keenly aware of the with two to six years’ PQE will remain
inefficient or salary bands that no longer need to work with new and emerging strong in 2018. Specialist areas where
reflect market rates. In 2018, this may technologies to keep their skills skills shortages are more pronounced,
call for a fresh approach to recruitment. relevant and in demand in the future. and modest salary increases might
be expected, include corporate,
technology, tax and banking.
Although legal work in property and

construction is slowing slightly, a
shortage of legal expertise remains.
Demand in 2018 will stem from
government infrastructure activity,
e.g. Clayton Utz is advising on the
transformation of Parramatta central
business district as well as the
Pacific Highway upgrade, Herbert
Smith Freehills is advising on the
Melbourne Metro Rail project and
48%
OF PROFESSIONALS MOTIVATED
Ashurst is working on the Sydney
Metro City & Southwest project.
In the competition and class action

BY A COLLABORATIVE CULTURE space, demand will remain high in
AT WORK 2018 following increased activity
by the Australian Securities and
Investments Commission, the who can identify and forecast
Australian Competition and Consumer market opportunities and risks. This TOP
TOPROLES
TOP
TOP ROLESIN
ROLES
ROLES IN
IN DEMAND
INDEMAND
DEMAND
DEMAND
Commission and the Australian Tax is particularly the case if they can
Office. The resulting remediation multitask, e.g. run the demand and
projects mean financial services lawyers supply aspects of a business.
will continue to be in demand, both
in-house and within private practice. The introduction of ISO 20400
Sustainable Procurement in 2017 has
One further area where demand elevated sustainability on the agenda Conduct
Conduct
Conduct
Conduct risk
Risk
Risk
Risk Engineering
Engineering
Engineering
Engineering
exceeds supply is high-quality legal for many businesses. Consequently,
secretaries and support roles. We don’t procurement and supply chain
expect this trend to change in 2018. professionals with exposure to applying
this standard will be in demand in 2018.
PROCUREMENT, SUPPLY CHAIN
& LOGISTICS Increased automation and digitisation
The impact of the government’s of the supply chain are driving change
457 visa restrictions is being felt in too. Amazon’s arrival in the Australian Cyber
Cyber
Cyber
Cyber security
Security
Security
Security Robotic
Roboticprocess
Robotic
Robotic Process
Process
Process
the procurement space. In 2018, market, coupled with aggressive automation
Automation
Automation
Automation
we expect employers to struggle growth plans from the likes of Aldi,
to hire and sponsor procurement Metcash, DB Schenker and DHL will
managers from overseas. increase demand for e-commerce
specialists. Professionals with home construction in Sydney’s suburbs and
Daily rates for procurement contractors delivery fulfilment expertise will be Parramatta’s central business district.
have increased significantly in the busy in 2018, with an emphasis on
past year and that is driving increased minimising delay and wastage. With so much ongoing activity, demand
interest in contracting opportunities will be extraordinarily high in 2018
for procurement professionals RESOURCES, ENGINEERING & for contractors in engineering and
in permanent roles. Growth is CONSTRUCTION construction. Salaries for professional
particularly marked in niche areas Inspired by several developed Asian engineers and related disciplines are
such as cyber security, software cities, the NSW government’s vision increasing by up to 30% currently and
asset management, licensing, for Sydney is to build high density employers will find it increasingly hard
infrastructure and digital marketing. living around major traffic hubs. As in 2018 to attract and retain qualified
a result, investment in transport and project engineers who are typically
As businesses continue to look infrastructure is taking off and demand transient. Hiring managers must be fast,
overseas for manufacturing, for engineering and construction flexible and creative to secure the talent
administration and associated professionals will be high in 2018. required to sustain these projects.
functions, we are seeing an increased
demand for professionals with Huge projects underway, or on the RISK, COMPLIANCE & AUDIT
experience in offshoring, particularly horizon, include the M4 upgrade, The Australian Securities and
indirect procurement. We expect this Parramatta Light Rail, the Inland Investments Commission and the
to continue in 2018, especially while Rail project, major work in Sydney’s Financial Services Authority will
energy prices remain high in NSW. central business district as well continue to scrutinise conduct in
as upgrades to train stations and 2018, which means financial services
Moderate salary growth is expected signalling systems. There is also employers will be seeking professionals
for strong procurement analysts substantial investment in residential capable of managing operational risk,
Australia 37
conduct risk and reputation risk. Those of marketing professionals with certain more experienced sales professionals.
with a background in anti-money- niche skills such as automation and This trend is set to continue in 2018.
laundering or other financial crime customisation in financial services, Overall, salaries for sales professionals
prevention will also be in demand. technology and professional services. in 2018 will remain largely stable.
Conduct risk is still an emerging In 2018, we expect to see a lot of

specialism in NSW so very few contract roles to support digital
specialists are available. This work transformation projects. Permanent
is not an exact science and, in lieu roles still play a part but digital
of engaging dedicated conduct marketing has a growing number
risk managers, employers are of experts who come in, work on
turning to experts within functional projects then move off to do the same
areas to identify and mitigate these elsewhere. These contract professionals
risks. In 2018, this will present can command higher rates due to their
opportunities for professionals from specialist skills and project experience.
other disciplines to cross over.
Social media marketers are in growing
Salaries have remained broadly stable demand, which is a trend expected
across the risk and compliance space, to continue in 2018. A surprising
with the exception being regulatory number of large organisations are
compliance specialists in investment still grappling with how to leverage
banking within project/transformation and maximise their social presence.
roles. We anticipate specialist
compliance and conduct risk salaries In 2017, we saw an increase in
to increase as regulators continue businesses investing in e-commerce
to scrutinise the banking industry. solutions to drive future growth. In
2018, we expect demand to be
SALES, MARKETING & high for professionals with strong
COMMUNICATIONS e-commerce backgrounds, particularly
Sales and marketing departments in customer acquisition and retention.
30
continue to be heavily involved in
digital transformations as organisations In addition, many sales professionals
rebuild around customer journey are keen to move away from other
and experience. Data is at the heart industries into technology sales
of this, with CRM systems being jobs, such as business development Up to
harnessed to facilitate more automated
and targeted personalisation.
and relationship managers in
e-commerce and CRM software. 30%
The line between online and offline The number of inside sales
marketing has blurred as everyone is jobs increased in 2017 as video
expected to have strong digital skills. As conferencing technology, such as
a result, salaries for permanent digital WebEx, became increasingly common
marketing positions are not increasing in the workplace. This technique Salary increase for
but falling more in line with generalist allows the full sales cycle to take place engineering professionals
roles. However, there is still a shortage remotely and has resulted in attracting
NEW SOUTH WALES
ACCOUNTING & FINANCE
COMMERCE & INDUSTRY

2017 2018 2017 2018
Executive
Chief Financial Officer 240k+ 240k+ 90 - 150 85 - 130
Financial Controller 150 - 180k+ 150 - 180k 70 - 100 70 - 90
Qualified 3+ yrs’ PQE
Commercial/FP&A Manager 150 - 190k 150 - 180k 70 - 85 70 - 85
Finance Manager 120 - 140k 120 - 140k 70 - 85 70 - 85
Tax Manager 135k+ 135k+ 70 - 85 70 - 85
Financial Accountant 75 - 110k 75 - 110k 40 - 70 40 - 65
Management Accountant 75 - 110k 75 - 110k 50 - 70 40 - 65
Treasury Accountant 75 - 110k 75 - 110k 45 - 65 45 - 65
Newly-qualified
Business/Financial/Commercial Analyst 90 - 120k 90 - 120k 50 - 70 50 - 70
Systems Accountant 90 - 120k 90 - 120k 45 - 65 45 - 65
Tax Accountant 80 - 115k 80 - 115k 55 - 70 55 - 70
Transactional
Credit Manager 80 - 120k 80 - 120k 40 - 65 40 - 60
Payroll Manager 90 - 160k 90 - 150k 45 - 70 45 - 65
Accounts Payable/Receivable Manager 80 - 120k 75 - 120k 40 - 65 40 - 65
Bookkeeper 60 - 85k 55 - 75k 35 - 45 35 - 45
Accounts Payable/Receivable Officer 50 - 65k 50 - 65k 25 - 35 25 - 35
Payroll Officer 55 - 70k 50 - 70k 27 - 35 27 - 35
Assistant Accountant 55 - 75k 50 - 70k 30 - 35 30 - 35
Credit Controller 50 - 70k 50 - 70k 28 - 35 28 - 35
Accounts Assistant 45 - 65k 45 - 65k 27 - 35 28 - 35

Australia 39
NEW SOUTH WALES
BANKING & FINANCIAL SERVICES

2017 2018 2017 2018
Executive
Chief Financial Officer 240 - 300k 240 - 300k 120 - 150 120 - 150
Financial Controller 160 - 210k 170 - 220k 90 - 115 90 - 115
Qualified/Part-qualified
Fund Accounting Manager 120 - 160k 110 - 150k 60 - 75 60 - 75
Senior Fund Accountant 85 - 110k 80 - 100k 50 - 70 55 - 60
Fund Accountant 70 - 90k 65 - 80k 40 - 55 45 - 50
Senior Financial Accountant 100 - 130k 100 - 140k 50 - 70 55 - 70
Tax Manager 130 - 170k 130 - 200k 65 - 90 65 - 90
Product Control Manager 140 - 160k 140 - 170k 65 - 80 70 - 90
Product Controller 100 - 140k 100 - 140k 50 - 70 50 - 70
FP&A Manager/Business Partner 150 - 200k 140 - 190k 79 - 90 70 - 90
Accounts Payable 60 - 85k 60 - 85k 30 - 45 28 - 40
Projects
Senior Finance Business Analyst 120 - 160k 130 - 200k 90 - 115 90 - 115

NEW SOUTH WALES
FINANCIAL PLANNING & WEALTH MANAGEMENT
ROLE PERMANENT SALARY PER ANNUM AUD ($)

2017 2018
Head of Advice 200k+ 200k+
Regional Manager 160 - 180k 160 - 180k
Financial Planning Manager 140 - 200k 140 - 200k
Practice Development Manager 140 - 170k 140 - 170k
Certified Financial Planner (5+ yrs' exp) 130 - 160k 130 - 160k
Financial Planner (1 - 5 yrs' exp) 80 - 130k 90 - 130k
Associate Advisor 65 - 85k 70 - 95k
Paraplanner 60 - 90k 65 - 100k
Advisor Support 55 - 75k 60 - 75k
Client Services 50 - 60k 55 - 65k
Private Banking (2 - 5 yrs' exp) 130 - 220k 130 - 220k
Advice Remediation (1 - 3 yrs' exp) 95 - 130k 95 - 130k

FUNDS, CUSTODY & INSTITUTIONAL BANKING
2017 2018
Business Development Manager 130 - 170k 130 - 170k
Investment Analyst 120 - 140k 120 - 150k
Performance Analyst 90 - 110k 90 - 130k
Product Analyst 100 - 120k 100 - 120k
Operations Manager 120 - 150k 120 - 160k
Trade Support 80 - 100k 95 - 105k
Client Onboarding Assistant 75 - 90k 80 - 100k
Corporate Actions Analyst 70 - 90k 75 - 95k
Fund Accountant/Unit Pricing Analyst 65 - 95k 65 - 95k
Fund/Operations Analyst 60 - 80k 65 - 85k
Client Services Officer 55 - 80k 55 - 80k
Australia 41
NEW SOUTH WALES
RETAIL, COMMERCIAL & CORPORATE BANKING

2017 2018
Business & Commercial Banking
Relationship Director 180 - 210k 170 - 200k
Senior Relationship Manager 130 - 160k 130 - 170k
Relationship Manager 100 - 135k 100 - 140k
Assistant Relationship Manager 80 - 100k 85 - 110k
Senior Manager - Credit 140 - 190k 140 - 180k
Corporate & Institutional Banking
Director - Corporate & FI 240 - 310k 240 - 290k
Associate Director - Corporate & FI 180 - 220k 180 - 230k
Senior Associate 120 - 140k 120 - 150k
Retail Banking
Team Leader 90 - 130k 90 - 130k
Mobile Lender 85 - 125k 85 - 120k
Credit Analyst 75 - 100k 75 - 105k


NEW SOUTH WALES
BUSINESS SUPPORT

2017 2018 2017 2018
Executive Assistant 80 - 110k 90 - 130k 38 - 48 40 - 55
Office Manager 70 - 90k 75 - 100k 33 - 40 35 - 45
Personal Assistant 65 - 82k 70 - 95k 30 - 35 32 - 45
Legal Secretary 65 - 85k 65 - 85k 30 - 40 30 - 40
Desktop Publisher 75 - 90k 80 - 90k 38 - 50 45 - 65
Bid Coordinator 75 - 85k 85 - 100k 35 - 42 35 - 45
Team Assistant 60 - 70k 65 - 75k 29 - 32 29 - 32
Site Secretary 60 - 70k 65 - 75k 29 - 32 30 - 35
Sales Coordinator 55 - 65k 65 - 75k 28 - 30 29 - 32
Administration Assistant 50 - 60k 55 - 65k 25 - 29 25 - 30
Office Junior 40 - 50k 50 - 55k 25 - 27 25 - 27
Receptionist 50 - 60k 55 - 70k 26 - 28 27 - 30
Document Controller 70 - 82k 75 - 95k 35 - 43 35 - 45
Data Entry Operator 45 - 55k 50 - 55k 25 - 28 25 - 27
Facilities Coordinator 60 - 75k 70 - 85k 28 - 35 30 - 40
Customer Service Manager 80 - 110k 90 - 110k 38 - 50 40 - 50
Customer Service Team Leader 65 - 85k 70 - 90k 32 - 42 35 - 45
Customer Service Representative 50 - 60k 55 - 70k 26 - 30 29 - 33

Australia 43
NEW SOUTH WALES
HUMAN RESOURCES & SAFETY

SALARY PER ANNUM AUD ($) RATE PER DAY AUD ($)
2017 2018 2017 2018
Generalist
HR Director 240 - 350k 240 - 350k 1045 - 1520 1045 - 1520
HR Manager 145 - 200k 150 - 210k 630 - 869 650 - 900
HR Business Partner 110 - 160k 120 - 170k 480 - 695 500 - 700
HR Advisor 85 - 110k 85 - 110k 370 - 480 370 - 480
HR Officer 70 - 85k 70 - 85k 305 - 370 305 - 370
HR Administrator 60 - 70k 60 - 70k 260 - 300 260 - 300
Specialist
Compensation & Benefits Manager 150 - 200k 150 - 210k 650 - 870 650 - 885
Compensation & Benefits Consultant 85 - 125k 85 - 130k 370 - 515 370 - 535
Organisational Development Manager 120 - 150k 130 - 180k 520 - 650 535 - 750
Organisational Development Consultant 85 - 120k 85 - 125k 370 - 520 370 - 535
HR Change Manager 150 - 220k 150 - 220k 800 - 1200 800 - 1200
Learning & Development Manager 130 - 165k 130 - 165k 565 - 720 565 - 720
Learning & Development Consultant 85 - 120k 85 - 120k 370 - 520 370 - 520
Instructional Designer 95 - 135k 100 - 140k 400 - 757 430 - 600
Recruitment Manager 125 - 160k 130 - 165k 580 - 700 565 - 710
Recruitment Advisor 85 - 125k 95 - 130k 400 - 650 410 - 550
Industrial/Employee Relations Manager 140 - 200k 145 - 210k 610 - 870 625 - 900
Workforce Planning Manager 150 - 200k 150 - 200k 650 - 870 650 - 870
Workforce Planning Consultant 85 - 130k 90 - 130k 370 - 565 390 - 565
HR Information Analyst 90 - 120k 95 - 125k 390 - 520 410 - 520
WHS
WHS Manager 160 - 200k 160 - 200k 700 - 870 700 - 870
WHS Advisor 85 - 120k 90 - 120k 350 - 435 390 - 435


NEW SOUTH WALES
BUSINESS APPLICATIONS

2017 2018 2017 2018
Business Intelligence
Data Architect 150 - 200k 150 - 200k 100 - 160 100 - 160
BI Architect 150 - 200k 150 - 200k 100 - 160 100 - 160
BI Manager 150 - 200k 150 - 200k 100 - 160 100 - 160
BI Project Manager 130 - 160k 130 - 160k 100 - 125 100 - 125
BI Developer 130 - 150k 130 - 150k 87 - 125 87 - 125
Junior BI Developer 80 - 130k 80 - 130k 60 - 87 60 - 87
BI Consultant 120 - 150k 120 - 150k 87 - 125 87 - 125
BI Business Analyst 120 - 150k 120 - 150k 87 - 112 87 - 112
Data Analyst 85 - 130k 85 - 130k 60 - 100 60 - 100
Junior Data Analyst 65 - 85k 65 - 85k 40 - 75 40 - 75
Analytics
Advanced Analytics Specialist 130 - 180k 130 - 180k 87 - 145 87 - 145
Data Engineer 130 - 180k 130 - 180k 87 - 145 87 - 145
Data Modeller 130 - 180k 130 - 180k 87 - 145 87 - 145
Data Scientist 130 - 180k 130 - 180k 87 - 145 87 - 145
Junior Data Scientist 80 - 130k 80 - 130k 60 - 87 60 - 87
ERP/CRM
ERP/CRM Solution Architect 150 - 200k 150 - 200k 100 - 160 100 - 160
ERP/CRM Project Manager 130 - 180k 130 - 180k 100 - 140 100 - 140
ERP/CRM Functional Consultant 130 - 160k 130 - 160k 100 - 125 100 - 125
ERP/CRM Technical Consultant 130 - 160k 130 - 160k 100 - 125 100 - 125
ERP/CRM Developer 130 - 150k 130 - 150k 87 - 125 87 - 125
ERP/CRM Business Analyst 120 - 150k 120 - 150k 87 - 112 87 - 112
ERP/CRM Support Consultant 85 - 130k 85 - 130k 60 - 100 60 - 100

Australia 45
NEW SOUTH WALES
DEVELOPMENT & TESTING

2017 2018 2017 2018
Application Development
Lead Java/.Net Developer 140 - 150k 145 - 155k 115 - 130 120 - 135
Java/.Net Developer 70 - 130k 75 - 135k 60 - 110 65 - 115
Lead Mobile Application Developer - IOS/Android/Windows 130 - 150k 130 - 150k 135 - 145 140 - 150
Mobile Application Developer - IOS/Android/Windows 85 - 125k 85 - 125k 95 - 135 95 - 135
Lead PHP Developer 130 - 135k 130 - 135k 115 - 130 120 - 135
PHP Developer 65 - 125k 70 - 125k 60 - 110 65 - 115
Lead Front End Developer 140 - 150k 140 - 150k 125 - 160 125 - 160
Front End Developer 75 - 135k 75 - 135k 80 - 115 85 - 120
Lead CMS Developer 140 - 150k 140 - 150k 115 - 130 120 - 135
CMS Developer 75 - 135k 75 - 135k 60 - 110 65 - 115
Application Support
Lead Application Support Consultant 95 - 115k 100 - 120k 105 - 115 105 - 115
Application Support Consultant 70 - 90k 75 - 95k 50 - 75 55 - 80
Testing Services
QA Test Manager 100 - 110k 105 - 115k 105 - 115 110 - 120
QA Lead 90 - 100k 95 - 105k 95 - 105 105 - 115
QA Test Consultant 70 - 100k 75 - 105k 50 - 80 55 - 85
Automation Test Manager 125 - 135k 130 - 135k 110 - 120 115 - 125
Automation Test Lead 115 - 125k 120 - 130k 100 - 105 105 - 110
Automation Tester 75 - 105k 80 - 110k 55 - 65 60 - 70
Manual Test Manager 100 - 110k 105 - 115k 105 - 115 110 - 120
Manual Test Lead 90 - 100k 95 - 105k 85 - 95 90 - 100
Manual Tester 70 - 100k 75 - 105k 50 - 80 55 - 85
Performance Test Manager 135 - 145k 140 - 150k 135 - 145 135 - 150
Performance Test Lead 115 - 125k 120 - 130k 110 - 120 115 - 125
Performance Tester 80 - 110k 85 - 110k 70 - 100 70 - 100


NEW SOUTH WALES
DIGITAL

2017 2018 2017 2018
Lead UX Designer 130 - 200k 140 - 200k 120 - 150 120 - 160
Senior UX Designer 130 - 150k 140 - 160k 100 - 130 120 - 150
UX Designer 90 - 130k 100 - 130k 70 - 95 100 - 130
Junior UX Designer 70 - 80k 70 - 80k 40 - 50 50 - 70
Senior UX/UI Hybrid Designer 150 - 190k 170 - 190k 100 - 140 120 - 150
UX/UI Hybrid Designer 90 - 120k 120 - 170k 70 - 100 100 - 130
Junior UX/UI Hybrid Designer 90 - 110k 90 - 110k 40 - 50 45 - 55
UX/CX Strategy Consultant 150 - 190k 160 - 210k 120 - 150 120 - 160
UX Information Architect 120 - 160k 120 - 150k 110 - 125 110 - 130
Lead Service Designer 150 - 190k 180 - 220k 100 - 140 120 - 150
Mid - Senior Service Designer 100 - 140k 120 - 190k 70 - 100 100 - 130
Junior Service Designer 70 - 90k 80 - 110k 40 - 50 45 - 55
Senior Graphic Designer 90 - 120k 90 - 120k 80 - 120 80 - 120
Graphic Designer 80 - 90k 80 - 90k 70 - 100 70 - 100
Junior Graphic Designer 60 - 80k 70 - 80k 40 - 50 45 - 60
Visual/UI Designer 80 - 90k 80 - 90k 55 - 110 55 - 110
Digital Media Manager 100 - 120k 120 - 150k 60 - 80 70 - 90
Senior Digital Producer 100 - 120k 100 - 130k 60 - 65 60 - 70
Digital Producer 90 - 110k 90 - 110k 45 - 60 55 - 60
Junior Digital Producer 60 - 80k 75 - 85k 40 - 55 40 - 55
Content Manager 90 - 110k 90 - 110k 45 - 60 55 - 60
Content Officer 60 - 80k 70 - 85k 40 - 55 45 - 55

Australia 47
NEW SOUTH WALES
EMERGING TECHNOLOGIES

2017 2018 2017 2018
RPA Delivery Manager 150 - 160k 150 - 165k 800 - 900 800 - 900
RPA Team Lead 130 - 140k 130 - 140k 650 - 700 650 - 700
RPA Developer 90 - 120k 90 - 120k 500 - 600 500 - 600
RPA Consultant 60 - 80k 60 - 80k 450 - 500 450 - 500
AI Senior Engineer 130 - 150k 130 - 160k 800 - 1000 800 - 1000
AI Engineer 100 - 130k 100 - 140k 600 - 800 600 - 800
Machine Learning Engineer 120 - 150k 120 - 160k 700 - 900 700 - 1000
IoT Specialist 110 - 150k 110 - 150k 700 - 900 700 - 900
SENIOR APPOINTMENTS
2017 2018 2017 2018
CIO 190 - 230k 200 - 250k
CTO 180 - 220k 190 - 240k
Head of IT 170 - 200k 180 - 210k
Head of Engineering 160 - 200k 170 - 220k 140 - 160 150 - 170
Software Development Manager 140 - 160k 150 - 180k 130 - 150 140 - 160
Head of IT Operations 170 - 200k 170 - 200k 150 - 170 160 - 180
Head of Service Delivery 200 - 220k 210 - 230k 130 - 150 140 - 160
Head of Transformation 240 - 270k 250 - 290k 180 - 210 200 - 230
Head of Change Management 220 - 250k 230 - 260k 160 - 190 170 - 200
Head of Delivery 260 - 280k 270 - 300k 200 - 230 210 - 240
Head of Project Services 230 - 250k 240 - 270k 170 - 200 180 - 210
Business Analysis Practice Manager 190 - 210k 200 - 230k 125 - 140 135 - 165

NEW SOUTH WALES
INFRASTRUCTURE

2017 2018 2017 2018
Operations
Operations Manager 110 - 140k 110 - 140k 75 - 100 75 - 100
Incident/Problem Manager 85 - 110k 85 - 110k 60 - 80 60 - 80
Systems/Network Administrator 95 - 130k 95 - 130k 70 - 90 75 - 95
Junior Systems/Network Administrator 70 - 110k 70 - 110k 45 - 75 45 - 75
Tradefloor/Application Support 65 - 90k 65 - 90k 35 - 60 35 - 60
Helpdesk - Level 2 55 - 70k 60 - 72k 30 - 45 35 - 48
Helpdesk - Level 1 48 - 55k 50 - 58k 26 - 32 26 - 32
Engineering (Cloud, Networking, Firewalls, Server, Storage)
Engineer/Architect Manager 130 - 185k 140 - 190k 100 - 125 110 - 150
Architect 140 - 170k 150 - 175k 100 - 125 100 - 125
Designer 120 - 150k 130 - 150k 80 - 100 80 - 110
Engineer 100 - 130k 105 - 140k 80 - 100 80 - 100
Enterprise Architect 170 - 230k 180 - 240k 125 - 187 125 - 187
Pre-sales Architect 150 - 175k 150 - 180k 110 - 150 110 - 160
DevOps
DevOps Architect 150 - 180k 155 - 185k 110 - 140 115 - 150
DevOps Engineer 125 - 170k 125 - 170k 75 - 130 75 - 140
Junior DevOps Engineer 95 - 125k 95 - 125k 55 - 75 55 - 80
Cyber Security
Cyber Security Architect 160 - 190k 160 - 210k 120 - 150 125 - 160
Cyber Security Engineer 125 - 150k 130 - 170k 90 - 115 100 - 140
Cyber Security Analyst 95 - 130k 95 - 130k 80 - 100 85 - 100
Governance, Risk and Compliance Consultant 140 - 170k 150 - 180k 105 - 125 110 - 140
Ethical Hacker/Penetration Tester 120 - 160k 125 - 160k 80 - 110 85 - 120

Australia 49
NEW SOUTH WALES
PROJECT SERVICES

2017 2018 2017 2018
Agile Coach 180 - 210k 180 - 210k 119 - 138 119 - 138
Scrum Master/Iteration Manager 150 - 175k 155 - 180k 94 - 113 94 - 119
Program Director 260 - 280k 260 - 280k 181 - 219 188 - 225
Program Manager 215 - 235k 210 - 240k 125 - 150 131 - 156
Project Director 215 - 235k 210 - 240k 175 - 200 175 - 200
Senior Project Manager 155 - 175k 160 - 180k 113 - 138 113 - 138
Junior Project Manager 95 - 115k 100 - 120k 63 - 81 69 - 88
Change Director 215 - 240k 220 - 250k 150 - 175 156 - 188
Lead Change Manager 190 - 220k 190 - 220k 125 - 156 125 - 156
Senior Change Manager 160 - 180k 160 - 180k 113 - 138 113 - 138
Change Analyst 90 - 110k 110 - 130k 63 - 81 63 - 81
Lead Business Analyst 140 - 160k 140 - 160k 91 - 109 94 - 113
Senior Business Analyst 120 - 140k 120 - 140k 88 - 109 88 - 109
Junior Business Analyst 75 - 90k 75 - 95k 50 - 69 63 - 75
Technical Writer 110 - 130k 110 - 130k 56 - 72 56 - 75
Process Analyst 90 - 110k 90 - 110k 69 - 94 75 - 100
Master Scheduler 140 - 165k 140 - 165k 88 - 113 94 - 125
Project Scheduler 115 - 135k 120 - 140k 72 - 94 75 - 97
PMO Director 200 - 230k 200 - 230k 156 - 188 163 - 194
PMO Manager 155 - 175k 160 - 180k 106 - 131 106 - 131
PMO Analyst 100 - 125k 110 - 130k 69 - 91 69 - 100
Program Coordinator 100 - 125k 105 - 130k 75 - 91 69 - 97


NEW SOUTH WALES
LEGAL

2017 2018
Private Practice
8+ yrs’ PQE 220k+ 220k+
7 yrs’ PQE 160 - 200k 160 - 200k
6 yrs’ PQE 145 - 180k 145 - 180k
5 yrs’ PQE (Senior Associate Level) 125 - 165k 130 - 165k
4 yrs’ PQE 115 - 150k 120 - 150k
3 yrs’ PQE 90 - 115k 90 - 115k
2 yrs’ PQE 85 - 98k 85 - 100k
1 yr PQE 70 - 90k 70 - 90k
Company Secretary
6 - 8 yrs’ exp 145 - 205k 145 - 205k
3 - 5 yrs’ exp 85 - 145k 85 - 145k
In-house Counsel
8+ yrs’ PQE 200k+ 200k+
7 yrs’ PQE 170 - 200k 170 - 200k
6 yrs’ PQE 150 - 190k 160 - 190k
5 yrs’ PQE (Senior Associate Level) 130 - 170k 130 - 170k
4 yrs’ PQE 105 - 135k 110 - 140k
3 yrs’ PQE 95 - 115k 100 - 120k
2 yrs’ PQE 90 - 110k 90 - 110k
1 yr PQE 70 - 95k 70 - 95k
Paralegal
Senior 80 - 130k 80 - 130k
Junior 50 - 80k 50 - 80k
Document Reviewer 52 - 75k 55 - 75k

Australia 51
NEW SOUTH WALES
PROCUREMENT, SUPPLY CHAIN & LOGISTICS

2017 2018 2017 2018
Procurement
Chief Procurement Officer 325 - 450k 325 - 450k 1500 - 2500 1500 - 2500
Procurement Director 240 - 330k 240 - 330k 1100 - 1600 1100 - 1600
Procurement Manager 185 - 240k 180 - 240k 800 - 1100 800 - 1100
Category Manager 120 - 180k 125 - 180k 450 - 750 450 - 750
Contracts Manager 130 - 165k 130 - 165k 480 - 650 480 - 650
Procurement Analyst 90 - 110k 90 - 110k 350 - 425 350 - 425
Procurement Officer 60 - 80k 70 - 90k 260 - 350 275 - 375
Supply Chain
Supply Chain Director 230 - 350k 230 - 350k 1000 - 1500 1000 - 1750
Supply Chain/S&OP Manager 150 - 220k 160 - 220k 650 - 1100 700 - 1200
Demand Planner 90 - 120k 95 - 125k 375 - 500 375 - 525
Supply Planner 75 - 100k 80 - 100k 280 - 400 300 - 400
Supply Chain Coordinator 65 - 90k 70 - 90k 250 - 350 275 - 350
Logistics
General Manager 180 - 230k 190 - 250k 800 - 1300 900 - 1500
DC Manager 160 - 200k 170 - 215k 620 - 750 650 - 900
Logistics Operations Manager 120 - 170k 125 - 175k 440 - 650 450 - 700
Warehouse/Shift Manager 85 - 115k 90 - 120k 350 - 440 350 - 450
Inventory Controller 85 - 115k 85 - 115k 325 - 400 325 - 400
Transport Manager 90 - 110k 100 - 130k 360 - 440 360 - 500
Import/Export Manager 60 - 80k 70 - 90k 240 - 300 250 - 350
Manufacturing/Engineering
Manufacturing Manager 150 - 185k 140 - 180k 650 - 750 625 - 725
Production Engineer/Technician 75 - 95k 80 - 100k 280 - 375 280 - 400


NEW SOUTH WALES
RESOURCES, ENGINEERING & CONSTRUCTION

2017 2018 2017 2018
Engineering Design
Technical Director 200 - 250k 230 - 280k 135 - 160 135 - 160
Engineering Manager 170 - 200k 180 - 230k 110 - 145 120 - 140
Design Engineer (3 - 8 yrs' exp) 80 - 100k 80 - 100k 65 - 90 60 - 80
Senior Designer 100 - 120k 100 - 120k 60 - 75 60 - 80
Project Delivery
Construction Manager 120 - 150k 150 - 190k 80 - 100 110 - 130
Project Engineer 120 - 140k 120 - 140k 70 - 95 70 - 95
Estimator (5 yrs' exp) 100 - 140k 110 - 150k 65 - 90 65 - 90
Project Controls/Planning Engineer 70 - 100k 90 - 120k 60 - 80 60 - 80

Australia 53
NEW SOUTH WALES
RISK MANAGEMENT, COMPLIANCE & AUDIT

0 - 4 YRS’ EXP 4 - 8 YRS’ EXP 8+ YRS’ EXP
2017 2018 2017 2018 2017 2018
Risk Management
Operational Risk Manager 70 - 110k 75 - 115k 110 - 170k 110 - 175k 170k+ 170k+
Credit Risk Management 70 - 100k 65 - 100k 100 - 180k 100 - 180k 180k+ 180k+
Market Risk 75 - 105k 70 - 110k 115 - 180k 120 - 180k 180k+ 180k+
Quantitative Risk 80 - 120k 90 - 130k 120 - 210k 120 - 220k 220k+ 220k+
Anti-Money-Laundering 75 - 130k 70 - 130k 130 - 200k 115 - 200k 200k+ 200k+
Compliance
Investment Banking 85 - 130k 90 - 140k 130 - 200k 130 - 220k 210k+ 200k+
Retail Banking 75 - 120k 75 - 120k 120 - 180k 120 - 180k 180k+ 180k+
Funds Management 80 - 125k 90 - 130k 125 - 185k 125 - 190k 185k+ 190k+
Internal Audit
Investment Banking 65 - 110k 65 - 110k 110 - 165k 110 - 160k 165k+ 160k+
Funds Management 65 - 95k 65 - 95k 95 - 155k 95 - 155k 155k+ 155k+
Credit Analysis
Corporate Banking 75 - 100k 80 - 110k 100 - 160k 110 - 160k 170k+ 160k+
Financial Institutions 80 - 110k 80 - 110k 110 - 170k 110 - 170k 180k+ 180k+

NEW SOUTH WALES
SALES, MARKETING & COMMUNICATIONS

2017 2018 2017 2018
Sales
Head of Sales 190 - 300k 190 - 300k
Marketing
Head of Marketing 180 - 300k 180 - 300k 98 - 150 98 - 150
Senior Marketing Manager 130 - 180k 140 - 180k 76 - 98 76 - 98
Marketing Manager 100 - 140k 100 - 140k 55 - 75 55 - 75
Digital Marketing Manager 110 - 150k 100 - 150k 55 - 85 55 - 90
Marketing Executive 75 - 96k 75 - 95k 40 - 52 40 - 52
Marketing Coordinator 65 - 85k 65 - 85k 35 - 45 35 - 45
Product Manager 120 - 150k 120 - 150k 62 - 80 62 - 80
Communications Manager 110 - 140k 100 - 140k 62 - 75 62 - 75
Campaign Manager 90 - 120k 90 - 120k 45 - 60 45 - 60
Events Manager 100 - 120k 100 - 120k 50 - 60 50 - 60

Australia 55
NEW SOUTH WALES
COMMERCE & INDUSTRY

2017 2018 2017 2018
IT&T
Sales Director 200 - 300k 200 - 320k
Sales Manager 120 - 200k 130 - 220k
Account Manager 80 - 170k 90 - 190k
Channel Manager 90 - 150k 95 - 170k
Inside Sales Executive 60 - 90k 60 - 90k
Pre-sales Consultant 120 - 200k 115 - 210k
Marketing Director 170 - 250k 170 - 250k 130 - 155 130 - 155
Channel Marketing Manager 120 - 160k 120 - 160k 65 - 85 65 - 85


NEW SOUTH WALES
COMMERCE & INDUSTRY

2017 2018 2017 2018
Industrial Sales
Sales Executive 55 - 75k 55 - 75k
National Business Development Manager 85 - 185k 85 - 185k
National Account Manager 110 - 130k 110 - 130k
Consumer Goods
National Sales Manager 180 - 300k 180 - 300k
National Business Manager 150 - 180k 150 - 180k
National Account Manager 100 - 160k 100 - 160k
Marketing Director 170k+ 170k+ 125+ 125+
Senior Brand Manager 125 - 150k 125 - 150k 70 - 80 70 - 80
Brand Manager 95 - 130k 95 - 130k 60 - 75 60 - 75
Insights Manager 110 - 170k 110 - 170k 65 - 95 65 - 95

Australia 57
QUEENSLAND
the residential high-rise construction growth before and propose

boom started to wane. Major projects, for employers to make offers
such as the ongoing preparation for within a bandwidth that doesn’t
the Commonwealth Games, Queen’s impact on existing personnel.
Wharf Brisbane, Inland Rail and
Cross River Rail, are all expected to Secondly, hiring processes are
gain momentum from early 2018. still protracted across many
organisations, hindering their ability
2018 EXPECTATIONS to secure top talent. Candidates
Queensland is considerably reliant have a perception that slow and
upon major projects and the resulting unwieldy recruitment processes
economy ebbs and flows. In 2018 reflect the way a business operates
huge projects will kick off, continue so hiring managers have to impress a
or ramp up, creating a jobs market potential employee with streamlined
93%
that looks more promising than
it has in several years. The state
election will likely cause a hiatus in
hiring activity but this should revert
efficiency to ensure a positive first
experience of the organisation.
Thirdly, due to a pending shortage of

TO NEW JOB OPPORTUNITIES quickly to business as usual. talent in a range of areas related to
WHEN NOT ACTIVELY LOOKING infrastructure, it will be necessary to
In South East Queensland, 2018 import international talent. Employers
will be the year of opportunity but should connect with a recruitment
2017 INSIGHT also severe talent shortages. Based partner who has the capacity to
The Queensland jobs market on previous experience in similar
continued at a steady pace in 2017 market conditions, we recommend
with remuneration levels remaining employers to factor the following
largely stable. Several industry sectors considerations into their hiring activity. Hiring processes are still
experienced positive and negative protracted across many
movement, with uplifts flowing Firstly, commit to setting remuneration organisations, hindering their
from federal and state government benchmarks and abide by them. ability to secure top talent.
infrastructure investments while a We have seen the negative impact
downward shift became apparent as of inflated and unrestrained salary
access the global market and and professionals who can build
assist in the process of onboarding community engagement for financial
skilled overseas professionals. services organisations. Much of this
work is expected to be contract-
ACCOUNTING & FINANCE based, rather than permanent.
As confidence returns to the wider
Queensland economy, we expect to Salary growth can also be expected
see organisations invest in back office for those who specialise in cyber
infrastructure. The accounting and security or compliance in the
finance job market should continue banking and financial services sector.
its steady upward trajectory in 2018. Organisations are investing heavily in
cyber security as well as compliance
Remuneration growth is likely to to meet the expectations of regulatory
stretch up to senior levels where
CFOs and financial controllers
will see some salary increases in
2018. The most notable shortage
bodies and their customers.
BUSINESS SUPPORT
There have been limited opportunities
28%
in the marketplace will be for for business support professionals MOTIVATED TO CHANGE JOBS
professionals with commercial in recent years, but some much- FOR CAREER PROGRESSION
analysis skills. Specialists who needed jobs growth is now returning.
can decipher and analyse data to In 2018, project teams will be seeking
map against the bottom line of a people with project administration understand the value of establishing
business, will be in high demand. and document control experience, an effective project culture from
and we expect demand will increase day one and know how costly staff
BANKING & FINANCIAL for professionals in this space. attrition can be during the life of
SERVICES a project.
The banking and financial services As always, demand will exceed
sector is relatively small in Brisbane supply for experienced and Consequently, there will be more
compared with Sydney and capable executive assistants. opportunities for HR professionals
Melbourne. However, opportunities In a bid to reduce operating who can foster positive working
are emerging in digital optimisation, costs, employers were previously environments for project teams.
cyber security and compliance. merging executive assistant roles Specialists who can develop
to support two or three executives complex, multi-stakeholder alliances
Financial institutions are harnessing simultaneously. As employers will be especially in demand.
advancements in digital and data have started to recover from the
to structure their businesses most recent economic downturn From an OH&S perspective, demand
around customer experience and and their activity has ramped in 2018 will grow for safety specialists
engagement. Significant investment up, we have seen a switch back across a range of sectors, from
is being channelled into data insight to executive assistants being mining and utilities to infrastructure.
capability and product development. dedicated to just one senior leader. Until recently, demand was low and
professionals left Queensland for
As a result, skilled professionals with HUMAN RESOURCES greener pastures. With a surge in
experience in digital optimisation will The increased project activity in the the market, the challenge for hiring
be in high demand in 2018. Salary marketplace will generate growth in managers will be sourcing talent
rates are set to grow for data analysts HR roles in 2018. Business leaders from interstate.
Australia 59
In 2017, we saw a slight spike in start-up sites operating than any other
salaries for seasoned professionals capital city. This trend, which has
with the ability to align HR with the already increased demand for skilled Multiple industries will invest
wider organisation. In 2018, more developers, is set to continue in 2018. in technology to enhance
employers will be building and customer experience and
restructuring in-house teams and Following numerous global high- improve process efficiencies.
we expect salary growth for HR profile cyber attacks in 2017,
professionals with talent acquisition Queensland businesses have
skills. Salaries for mid-level HR roles become increasingly vigilant. As
will generally remain stable in 2018. a consequence, cyber security PROCUREMENT, SUPPLY CHAIN
professionals will remain in high & LOGISTICS
INFORMATION TECHNOLOGY demand in 2018 across both private In 2018, many infrastructure projects
In 2018, organisations from multiple and public sector organisations. will be in their infancy, which means
industry sectors will invest in significant demand for professionals
technology to enhance customer Information technology is a prime with front-end project procurement
experience and improve process example of where recruitment skills, including contracts and
efficiencies. Demand for specialist processes need to be flexible negotiations. Those with expertise in
technology professionals will continue and fast to secure talent. large-scale transactions, alliancing
to grow in areas such as specialised Professionals are often weighing models and claims arbitration will
project delivery, automation, data up multiple job offers and a slow- be highly valued in the market
analytics and user interface. moving prospective employer and rewarded accordingly.
is likely to miss out. As a result,
Brisbane is known as the start-up salaries for the most in-demand Professionals are increasingly
hub of Australia with more incubator skill sets will increase. comfortable with contracting. In
fact, many procurement candidates
prefer contracts over permanency
so it is essential for hiring managers
to offer a value proposition that
combines competitive contract
rates, healthy work-life balance
and a good work environment.
Across most sectors we expect to see

salary growth remain steady. However,
procurement professionals with
information technology experience will
continue to be in high demand and
enjoy above-average salary growth.
53%
OF PROFESSIONALS WANT
RESOURCES, ENGINEERING &
CONSTRUCTION
Mainland Australia has never
INITIATIVES TO SUPPORT seen more rail projects running
HEALTH AND WELLBEING concurrently. The Cross River Rail
and the Inland Rail projects will
draw resources from Queensland, SALES, MARKETING &
creating a local job market COMMUNICATIONS MAJOR
MAJOR PROJECTS
PROJECTS DRIVINGGROWTH
DRIVING GROWTH
MAJOR PROJECTS DRIVING GROWTH
boost in 2018 and beyond. Sales is a sector experiencing steady MAJOR
MAJOR
PROJECTS
PROJECTS
DRIVING
DRIVING
GROWTH
GROWTH
growth and we expect incentive
Project coordinators, signalling models to improve in 2018. Business
specialists and engineers will be development managers who can drive
in high demand and will have sales strategy to support business
remuneration expectations to match. growth in professional services
Hiring managers will need to be and financial services institutions Queen’s
Queen's Wharf
Wharf
Queen's Wharf Cross
Cross River
River
Cross Rail Rail
Rail
River
fast, flexible and creative to attract will be especially in demand. Brisbane
Queen's
Queen's
Wharf
Wharf andCross
Cross
and Inland
River
Inland Rail
River
RailRail
Rail
and Inland Rail
qualified locals and import talent andand
Inland
Inland
RailRail
from interstate and overseas. Salaries in sales, marketing and
communications will generally remain
There has been some downward static in 2018. However, there are
movement in the construction some areas of acute skills shortages,
sector, due to the waning of the such as digital optimisation,
relative boom in residential high-rise that could buck the trend. Commonwealth
Commonwealth Adani MineMine
Adani
Commonwealth
Commonwealth
Commonwealth
Games Adani
Adani Mine
Adani
MineMine
construction. Some construction firms Games
Games
Games
Games
overextended themselves and have The high number of projects
commenced rationalisation programs underway in Queensland will trigger
that may continue well into 2018. high demand for professionals
with experience in tender writing,
In contrast, the Queen’s Wharf community relations and stakeholder
Brisbane project will generate engagement, resulting in salary
employment opportunities in growth. Marketers with digital
construction over several years. optimisation and SEO expertise will
Once the demolition phase is also be in high demand. Employers
completed, construction is expected will need to be more competitive
to commence in late 2018 with with salary offers to secure
demand for quality candidates candidates, particularly as many of
57
to grow. Hiring managers will them will need to be enticed from
be seeking professionals who Sydney and Melbourne markets.
understand retail property and can
integrate different elements into
a major construction project.
The Queensland’s mining and

resources sector is experiencing a
57%
measured recovery, with the much-
publicised Adani project receiving
the green light. We expect this to
boost employment opportunities
Of professionals are
in regional Queensland.
motivated by
salary and benefits
Australia 61
QUEENSLAND

2017 2018 2017 2018
Corporate Services
Compliance/Risk Manager 120 - 150k 120 - 150k 55 - 75 60 - 75
Accountant 85 - 130k 85 - 130k 40 - 65 40 - 70
Banking
Relationship Manager (Institutional) 120 - 160k 120 - 160k 60 - 80 60 - 80
Relationship Manager (Corporate) 110 - 140k 110 - 150k 55 - 70 55 - 75
Credit Analyst 65 - 90k 70 - 100k 35 - 45 35 - 50
Superannuation/Insurance
Underwriter 80 - 120k 80 - 120k 40 - 60 40 - 60
Claims Manager 50 - 80k 55 - 90k 25 - 40 25 - 45


QUEENSLAND
COMMERCE & INDUSTRY

2017 2018 2017 2018
Executive
Commercial/Planning Manager 120 - 200k 140 - 200k 60 - 100 70 - 100
Tax Manager 140 - 180k 140 - 180k 60 - 95 70 - 100
Qualified
Senior Business/Financial Analyst 100 - 140k 110 - 140k 50 - 70 55 - 70
Business/Financial Analyst 80 - 100k 90 - 110k 40 - 60 45 - 60
Senior Management Accountant 90 - 125k 100 - 125k 50 - 70 50 - 70
Part-qualified & Transactional
Accounts Payable/Receivable Manager 70 - 100k 70 - 100k 35 - 50 35 - 50
Bookkeeper 50 - 70k 50 - 70k 30 - 40 25 - 40
Accounts Payable/Receivable Officer 45 - 55k 45 - 55k 25 - 30 25 - 30

Australia 63
QUEENSLAND
PUBLIC SECTOR

2017 2018 2017 2018
Executive
Director of Audit 160 - 300k 160 - 300k 80 - 150 80 - 150
Head of Corporate Services 200 - 250k 180 - 250k 100 - 125 90 - 125
Qualified
Financial/Management Accountant 65 - 100k 75 - 120k 40 - 60 40 - 60
Part & Non-qualified
Accounts Receivable/Credit Officer 45 - 60k 45 - 60k 25 - 30 25 - 30
Accounts Payable Officer 45 - 60k 45 - 60k 25 - 30 25 - 30


QUEENSLAND
BUSINESS SUPPORT

2017 2018 2017 2018
Business Support
Project Administrator 68 - 80k 68 - 80k 38 - 48 38 - 48
Travel Coordinator 65 - 75k 65 - 75k 33 - 45 33 - 45
Desk Assistant 58 - 68k 58 - 68k 33 - 38 33 - 38
Team Secretary 55 - 68k 55 - 68k 28 - 37 28 - 37
Receptionist 48 - 60k 50 - 60k 28 - 36 28 - 33
Office Junior 43 - 48k 43 - 49k 27 - 32 27 - 32
Claims Officer 53 - 60k 55 - 65k 29 - 35 29 - 35
Call Centre
Customer Service Manager 100 - 130k 100 - 130k 50 - 60 50 - 60
Customer Service Team Leader 70 - 90k 70 - 90k 40 - 48 40 - 48
Public Sector
Business Support Officer 64 - 72k 67 - 75k 34 - 38 36 - 40
Executive Support Officer 76 - 82k 79 - 87k 40 - 44 42 - 46
Project Officer 88 - 95k 91 - 99k 47 - 51 48 - 52
Policy Officer 101 - 120k 105 - 120k 53 - 57 55 - 60

NB: Figures are salaries inclusive of superannuation, but exclusive of benefits/bonuses/site allowances unless otherwise specified.
Australia 65
QUEENSLAND
HUMAN RESOURCES & SAFETY

2017 2018 2017 2018
Generalist
HR Director 200 - 250k 200 - 250k 100 - 135 100 - 135
HR Manager 120 - 165k 120 - 165k 70 - 110 70 - 110
HR Advisor (5+ yrs’ exp) 90 - 110k 90 - 110k 45 - 55 45 - 55
HR Advisor (1 - 4 yrs’ exp) 75 - 85k 75 - 85k 40 - 50 40 - 50
HR Officer 65 - 75k 65 - 75k 30 - 40 35 - 40
HR Coordinator 55 - 65k 55 - 65k 30 - 35 30 - 35
Specialist
Remuneration & Benefits Consultant 120 - 150k 120 - 150k 80 - 100 80 - 100
Industrial/Employee Relations Manager 120 - 180k 120 - 180k 80 - 100 80 - 100
Industrial/Employee Relations Advisor 110 - 125k 110 - 125k 55 - 70 55 - 70
Organisational Development Advisor 100 - 130k 110 - 135k 55 - 70 55 - 70
Learning & Development Advisor 85 - 100k 85 - 100k 45 - 60 45 - 60
Workforce Planning Consultant 90 - 110k 90 - 110k 80 - 100 80 - 100
Recruitment Officer 60 - 75k 70 - 80k 35 - 45 35 - 45
Trainer 100 - 110k 100 - 110k 80 - 100 80 - 100
OH&S
Manager 150 - 200k 150 - 220k 80 - 100 95 - 120
Advisor 85 - 100k 95 - 120k 55 - 65 55 - 75
Return to Work Coordinator 75 - 90k 75 - 90k 45 - 50 50 - 60


QUEENSLAND

2017 2018 2017 2018
Management
CIO/CTO 200 - 260k 200 - 260k 130 - 160 130 - 200
Infrastructure/Development/BI Manager 130 - 170k 130 - 170k 100 - 140 95 - 140
Architecture
Solutions/Technical/Security Architect 140 - 180k 140 - 180k 100 - 135 100 - 135
Development/Testing
Senior Developer 100 - 140k 100 - 140k 85 - 115 90 - 120
Developer 60 - 95k 65 - 95k 65 - 85 65 - 90
Test Manager/QA Manager 110 - 150k 110 - 150k 100 - 125 100 - 125
Test Analyst 65 - 100k 65 - 100k 65 - 85 65 - 85
Infrastructure
Senior Network/System Engineer 115 - 140k 110 - 140k 90 - 120 90 - 120
Senior System Administrator 95 - 120k 95 - 125k 80 - 100 80 - 100
System Administrator 75 - 95k 75 - 95k 60 - 85 60 - 85
Network/System Engineer 80 - 100k 85 - 105k 65 - 85 65 - 90
Database Administrator 80 - 120k 75 - 115k 60 - 90 60 - 85
Helpdesk/Desktop Support 50 - 75k 50 - 75k 24 - 45 25 - 50

Australia 67
QUEENSLAND
PROCUREMENT, SUPPLY CHAIN & LOGISTICS

2017 2018 2017 2018
Procurement
Procurement Analyst 80 - 120k 85 - 105k 400 - 650 400 - 600
Procurement/Purchasing Officer 70 - 95k 60 - 95k 300 - 550 350 - 500
Contracts & Procurement Administrator 80 - 130k 90 - 160k 450 - 800 500 - 700
Category Advisor 95 - 140k 85 - 125k 450 - 750 500 - 700
ICT Procurement Specialist 120 - 160k 110 - 160k 600 - 1100 600 - 1100
Procurement Consultant 95 - 125k 95 - 140k 550 - 800 600 - 1000
Supply Chain
Supply Chain Manager 135 - 180k 120 - 190k 600 - 850 600 - 850
Supply Chain Officer 95 - 140k 70 - 120k 450 - 750 400 - 650
Materials Coordinator 100 - 130k 90 - 110k 500 - 700 400 - 650
Materials Planner 90 - 125k 75 - 120k 400 - 600 350 - 500
Logistics
Project Freight Manager 140 - 200k 130 - 190k 600 - 1000 700 - 1000
Branch Manager 80 - 145k 85 - 130k 400 - 600 400 - 600
Projects Freight Operations Coordinator 75 - 120k 80 - 110k 350 - 600 350 - 500
Logistics Manager 100 - 150k 100 - 150k 500 - 750 450 - 700
Logistics Officer 75 - 90k 60 - 85k 350 - 600 350 - 500
Operations Manager 150 - 190k 130 - 180k 500 - 800 500 - 800

QUEENSLAND
RESOURCES, ENGINEERING & CONSTRUCTION

2017 2018 2017 2018
Engineering Design
Technical Director 220 - 250k 230 - 290k 135 - 160 135 - 160
Principal Design Manager 210 - 230k 210 - 230k 110 - 140 110 - 140
Design Manager 180 - 210k 160 - 200k 90 - 125 90 - 125
Engineering Manager 190 - 220k 190 - 230k 110 - 145 120 - 140
Principal Design Engineer (10+ yrs' exp) 160 - 190k 180 - 225k 80 - 110 100 - 120
Senior Design Engineer (8+ yrs' exp) 120 - 150k 120 - 170k 75 - 95 75 - 95
Design Engineer (3 - 8 yrs' exp) 95 - 120k 95 - 110k 65 - 90 60 - 80
Revit Drafter 100 - 120k 85 - 110k 60 - 80 55 - 85
Senior Designer 100 - 120k 100 - 120k 60 - 75 60 - 80
Designer 80 - 100k 80 - 100k 40 - 60 40 - 60
Project Delivery
Construction Manager 160 - 200k 200 - 240k 80 - 100 110 - 130
Site Manager 110 - 130k 120 - 160k 75 - 90 80 - 100
Senior Project Engineer 130 - 160k 140 - 160k 70 - 90 80 - 100
Project Engineer 120 - 140k 120 - 140k 70 - 95 70 - 95
Senior Estimator 180 - 210k 180 - 210k 90 - 120 90 - 120
Estimator (5 yrs' exp) 130 - 170k 130 - 170k 65 - 90 65 - 90
Project Controls/Planning Engineer 90 - 120k 90 - 120k 60 - 80 60 - 80
Senior Contracts Administrator 130 - 150k 140 - 180k 80 - 95 80 - 95
Contracts Administrator 90 - 125k 90 - 120k 55 - 80 55 - 80

Australia 69
QUEENSLAND

2017 2018
Sales
Sales Director/National Sales Manager 180 - 250k 180 - 250k
Senior Business Development Manager 120 - 150k 120 - 150k
Sales/Account Executive 50 - 80k 60 - 80k
Marketing
Marketing Director 150 - 180k 150 - 180k
Marketing Manager 110 - 140k 110 - 140k
Marketing Executive 65 - 80k 65 - 80k
Marketing Assistant/Coordinator 55 - 65k 55 - 65k
Brand/Product Manager 90 - 130k 90 - 130k
Sponsorship & Events Manager 70 - 100k 70 - 100k
Digital Marketing Specialist 70 - 100k 70 - 100k
Communications
Corporate Affairs Manager 140 - 200k 140 - 200k
Communications Director 140 - 170k 160 - 200k
Government/Relations Manager 120 - 170k 120 - 170k
Investor Relations Manager 110 - 170k 110 - 170k
Stakeholder Engagement Manager 110 - 130k 120 - 140k
Senior Communications Consultant 90 - 110k 90 - 110k
Social Responsibility Executive 85 - 95k 85 - 95k
Media Relations Manager 80 - 100k 90 - 110k
Communications Consultant 70 - 85k 70 - 85k


SOUTH AUSTRALIA
2018 EXPECTATIONS ACCOUNTING & FINANCE

The jobs market is set to continue In 2018 we anticipate professionals
its overall trajectory of steady year- to feel more confident and willing to
on-year growth in 2018. Salaries will switch employers than in previous
remain generally stable and in line years, which means more fluidity
with consumer price index (CPI). within the jobs market. As a result,
we expect a modest level of job
Any profession or skill set aligned to creation for accounting roles in the
major projects is expected to prosper $70 - 120k salary range.
on the back of several government
infrastructure projects, including the Hiring managers will acquire
new Women’s and Children’s Hospital the best finance talent if they
in Adelaide, energy generation can offer an enticing package,
projects and road upgrades. including a good salary, a positive
70%
Major trends to watch in 2018 will be
cyber security, with jobs in high demand,
as well as a resurgence in graduate
work environment and flexibility.
Professionals understand the peaks
that come with finance roles and
increasingly expect some work-life
CONFIDENT ABOUT JOB recruitment across professional services balance during off-peak times.
OPPORTUNITIES firms and large banks. We also expect
jobs growth on the back of prime
contractors winning large defence
2017 INSIGHT contracts in South Australia (SA).
South Australia’s jobs market grew
slightly in 2017. It was a two-speed The 2018 state election will see the Any profession or skill
market with blue collar work struggling jobs market pause as recruitment set aligned to major
in the wake of downturns in the mining in government and ancillary private projects is expected to
and manufacturing sectors while white sector organisations halts. However, prosper on the back
collar work generally remained stable. this is a temporary impact and of several government
past experience suggests that the infrastructure projects.
jobs market will briefly surge then
recalibrate to where it was before.
Australia 71
HUMAN RESOURCES SALES, MARKETING &
Business confidence is returning COMMUNICATIONS DRIVERSOF
DRIVERS
DRIVERS OFJOB
OF JOBGROWTH
JOB GROWTH
GROWTH
and employers reinvested in Employers are reinvesting in sales DRIVERS OF JOB GROWTH
DRIVERS OF JOB GROWTH
HR management during 2017. professionals in SA and there has been
We expect this to continue in 2018, significant growth in 2017 across all
creating a broad range of HR roles industry sectors. Looking ahead, salary
from administration to management increases other than standard CPI are
level. As a result, HR professionals are unlikely in 2018 but sales professionals
Energy
Energy Infrastructure
Infrastructure
more comfortable changing employers may enjoy greater bonus potential. Energy Infrastructure
projects
Energy
projects projects
Infrastructure
projects
thus creating a vibrant HR market. projects
Energy projects
Infrastructure
projects projects
Marketing departments are increasingly projects projects
With more infrastructure projects instrumental as organisations develop
underway, many employers will have online and use data to inform strategic
to boost their union interactions. decisions. In 2018, hiring managers will
HR professionals with industrial relations be especially keen to find marketing
experience will be highly sought after professionals with expertise in data Graduate Defence
Graduate Defence
and can expect salary growth in 2018. analysis. This skill set is already in recruitment
Graduate contracts
Defence
recruitment
Graduate
Graduate contracts
Defence
Defence
short supply in SA and candidates will recruitment contracts
INFORMATION TECHNOLOGY expect salary premiums as a result. recruitment
recruitment contracts
contracts
While IT salaries will generally remain
stable in 2018, there will be pockets of BUSINESS SUPPORT
salary growth in some specialist areas. We expect a steady demand for
business support professionals in 2018.
Government infrastructure projects There has been plenty of movement
require significant technology builds, within the marketplace recently, with
upgrades and ongoing management. professionals switching employers
This development will generate new and that’s likely to continue into
jobs in 2018 and increase demand the foreseeable future. Candidates
for some hard-to-find skill sets which who can offer five or more years
can be an acute problem for hiring of relevant industry experience will
managers who require professionals be well positioned. Employers are
35
with experience of specific IT platforms, also placing increased importance
most notably PHP, .NET and Java. upon attitude and cultural fit.
Hiring managers are advised to cast In 2018, business support salaries are
35%
their net far and wide to find talent. In unlikely to grow above CPI in most
2018, we expect to bring professionals cases, but there will be exceptions.
into the Adelaide market from interstate Remuneration may be higher for all-
and overseas. Typically, candidates rounders who combine their strong
will be the subject of multiple offers administrative skills with a customer
and are keenly aware of market focus and a can-do attitude.
rates. To retain existing personnel
Of professionals are
and attract new talent, employers
motivated to change
are advised to keep a regular check
on what the market is paying. jobs for career progression
SOUTH AUSTRALIA
COMMERCE & INDUSTRY

2017 2018 2017 2018
Executive
Tax Manager 120 - 140k 110 - 140k 60 - 80 55 - 70
Group Accountant 90 - 120k 90 - 120k 50 - 65 45 - 60
Qualified
Audit Manager 120 - 140k 120 - 140k 60 - 85 60 - 85
Financial/Business Analyst 85 - 115k 80 - 120k 45 - 65 40 - 80

Australia 73
SOUTH AUSTRALIA

2017 2018 2017 2018
Professional Business Banking
Senior Relationship Manager 130 - 140k 140 - 160k 65 - 70 70 - 80
Business Banking Manager 110 - 115k 110 - 120k 55 - 57 55 - 60
Assistant Relationship Manager 58 - 65k 60 - 75k 29 - 32 30 - 37
Lending Manager 70 - 85k 75 - 90k 35 - 42 37 - 45
Wealth Management
Financial Planner 80 - 120k 90 - 120k
Paraplanner 55 - 85k 55 - 90k
Contact Centre
Customer Service/Collections 53 - 58k 55 - 58k 26 - 29 22 - 32
Client Services 45 - 65k 50 - 65k 22 - 32 22 - 34


SOUTH AUSTRALIA
BUSINESS SUPPORT

2017 2018 2017 2018
Business Support
Secretary 50 - 60k 55 - 65k 27 - 33 30 - 35
Receptionist 48 - 53k 50 - 55k 25 - 30 27 - 30
Finance
Bookkeeper 55 - 70k 60 - 75k 30 - 35 32 - 38
Accounts Payable/Receivable 50 - 60k 55 - 65k 26 - 35 28 - 32

Australia 75
SOUTH AUSTRALIA

2017 2018 2017 2018
Management
CIO/CTO 175 - 300k 175 - 300k 135 - 250 140 - 250
ERP/CRM/BI
Senior Consultant 110 - 155k 120 - 170k 100 - 150 100 - 150
Consultant 95 - 120k 85 - 110k 75 - 120 60 - 120
Architecture
Solutions/Technical/Security Architect 130 - 200k 130 - 200k 120 - 150 100 - 150
Development/Testing
Web Developer 70 - 100k 70 - 100k 60 - 85 45 - 90
Developer 70 - 100k 65 - 90k 50 - 85 45 - 90
Test Lead 100 - 150k 100 - 150k 75 - 130 75 - 130
Test Analyst 75 - 95k 75 - 95k 60 - 80 60 - 80
Infrastructure


SOUTH AUSTRALIA

2017 2018
Sales
Business Manager 105 - 135k 105 - 135k
Regional Sales Manager 125 - 140k 125 - 140k
Marketing
Marketing Coordinator 55 - 65k 55 - 70k
Product Manager 90 - 110k 90 - 110k
Brand Manager 80 - 110k 80 - 110k
Digitial Marketing Coordinator 70 - 90k 70 - 90k
SEO/Social Media Administrator 55 - 75k 55 - 75k

Australia 77
VICTORIA
changes to drive efficiency, including embrace new ways of working, led

agile practices as well as cost reduction by ‘digital first’ and customer-centric
measures and the development of digital philosophies. Hiring managers will
and customer experience divisions. be competing to secure a finite pool
of candidates who have exposure
2018 EXPECTATIONS to business transformation, digital
Overall, the 2018 jobs market will disruption and agile methodologies.
continue to be stable in Victoria, with
salary growth minimal in most sectors. ACCOUNTING & FINANCE
However, due to regulatory changes Hiring in the accounting and
and digitally-focused transformation finance sector will be steady in
projects, we do expect to see 2018, with professionals showing
modest salary increases in specific a willingness to move around. The
sectors, including superannuation, shift from technical accounting
86%
utilities and highly-skilled roles in
IT development and design.
In contrast, the banking and

roles towards more commercially-
focused roles will continue.
Demand for contract accounting roles

TO NEW JOB OPPORTUNITIES telecommunications industry will will remain in 2018 as employers
WHEN NOT ACTIVELY LOOKING be quieter while manufacturing look to maintain flexibility within their
and retail will continue to struggle.
After several years of extensive
2017 INSIGHT offshoring of technology infrastructure
The Victorian jobs market was solid in roles, we expect that trend to Professionals, who thrive
2017, characterised by an increased slow in 2018. Instead, the focus on change, stand to gain
propensity for professionals to switch for employers will turn to creating the most in 2018 as larger
employers. The economy was disrupted efficiency within the local market. corporates continue to
by major transformational projects at embrace new ways of
some of Victoria’s largest employers, Professionals, who thrive on change, working.
namely Telstra, AGL and ANZ. These stand to gain the most in 2018
projects focused on structural business as larger corporates continue to

workforce. In many cases, this will competition for professionals with
be a ‘try before you buy’ approach, client partnership and member DRIVERS
DRIVERSOFOF
DRIVERS JOB
OF GROWTH
JOB
JOB GROWTH
GROWTH
where organisations and professionals education experience. This will drive DRIVERS
DRIVERS OFOF JOB
JOB GROWTH
GROWTH
size each other up before considering demand in 2018 across operations
a more permanent arrangement. and investments. Employers will be
on the hunt for investment analysts,
The ‘Big 4’ accounting firms will client services managers and funds
continue to seek big graduate administrators. With new regulations on
intakes in 2018 as well as mid- to the horizon, degree-qualified financial Superannuation
Superannuation Utilities
Utilities
Superannuation
Superannuation Utilities
Utilities
senior-level accountants to fuel the planners will also be in demand. Superannuation Utilities
firms’ expanding digital divisions.
BUSINESS SUPPORT
When hiring managers find a quality Victoria has seen a surprising
candidate, they will need to be decisive ‘about turn’ from some employers
and move quickly to secure them. in 2017. Several organisations that
had previously offshored customer Customer
Customer Transformation
Transformation
Customer
Customer
Customer
experience Transformation
Transformation
Transformation
programs
programs
BANKING & FINANCIAL contact centres have been bringing experience
experience
experience
experience
upgrades programs
programs
programs
SERVICES some, or all of these, functions back upgrades
upgrades
upgrades
upgrades
Hiring levels have been flat across the onshore. This reversal is mainly due
banking sector in Victoria, with very to the cost savings of offshoring
little growth. The sector is dominated being outweighed by quality control
by ANZ and NAB so recruitment issues. We expect to see further HUMAN RESOURCES
activity is heavily influenced by these increases in the number of roles in Overall, salary increases are likely to be
two organisations. Both have been customer contact centres in 2018. minimal for HR professionals in 2018,
through substantial structural change with the exception of sectors where
recently and their ongoing digital Hiring managers looking to attract skills shortages exist, e.g. technology.
and structural transformations are the best candidates for call Some organisations are looking to
expected to continue in 2018. centre work must offer great work up-skill their existing workforce which
environments and opportunities spurs demand for HR professionals
Unlike in other parts of Australia, to grow within the organisation. who can develop business learning
Victoria has a steady supply of Contract roles with the potential to and development strategies.
professionals with risk and compliance transition to permanency are also Consequently, experienced HR experts
expertise. However, skills shortages valued by prospective employees. can expect slight salary increases.
do exist in business intelligence,
IT security and digital capability. In the administration support space, a Commercially-minded HR generalists
Hiring managers need a very strong drive for cost efficiencies is fuelling a and business partners, who are
value proposition to persuade the move away from traditional executive able to contribute to organisational
best talent to come on board. assistant and personal assistant strategy and align their department’s
roles that are dedicated to just one activities, will be in demand. Hiring
Superannuation is a notable area of executive. In 2018, an increasing managers will continue to experience
growth in Victoria as industry funds number of these roles will support difficulties to source quality people
become increasingly commercialised up to three or four senior business so slight salary increases are likely
and competitive. Modest salary leaders. Salaries across business for professionals with experience in
increases are expected, due to support will remain constant in 2018. agile environments.
Australia 79
HR professionals with a track record intelligence and security will be
of helping employers hit diversity able to pick and choose from a
targets will also be sought after in multitude of potential employers, Major transformational
2018. Major corporates will continue all eager to secure their services. projects that embrace agile
the push to increase the number of methodologies will continue
women at executive and board level. Hiring managers looking to attract and in 2018.
retain technology professionals in areas
INFORMATION TECHNOLOGY of high demand can expect to pay
The technology job market will higher salaries. However, candidates
be characterised by growth areas are also thinking strategically Other areas of skills shortage in Victoria
in robotic process automation, about their careers, and will move include agile methodology practitioners
development, business intelligence if employers can offer exposure to and senior developers who have had
and security. Professionals projects or technology that will make considerable commercial experience.
with these skill sets can expect them more marketable in the future. Organisations are bringing on junior
salary increases in 2018. technologists and training them
In the wake of high profile data up into development roles but this
In many cases, permanent roles breaches in Australia and overseas, takes time. Consequently, demand
are becoming more common as organisations across the public and for established senior developers
employers seek to secure talent private sector want professionals who will remain high in 2018.
and reduce the costs associated can manage and mitigate cyber and
with a large contingent workforce. data security risks. In 2018, we expect SALES, MARKETING &
In 2018, high-quality professionals demand to remain high for security COMMUNICATIONS
specialising in robotic process architects and other experts who can Overall, we expect salaries to be
automation, development, business plan and implement a security strategy. static for professionals in sales,
marketing and communications,
with a number of exceptions. IT
sales talent may see some salary
growth in 2018 as employers
look to retain high performers.
The other notable exception may

be certain digital marketing roles.
Organisations in every industry are
striving for competitive advantage
through enhanced customer
experience and more efficient data
use. In-demand marketers will
be specialists in digital content,
42%
OF PROFESSIONALS WANT TO
search engine optimisation, CRM
and analytics. We expect to see
moderate salary increases for some
professionals within these disciplines.
WORK FOR A BUSINESS WITH A
STRONG REPUTATION
VICTORIA

2017 2018 2017 2018
Executive
Treasury Manager 130 - 190k 140 - 200k 70 - 105 77 - 110
Accounting
Senior Finance Business Partner 140 - 190k 140 - 190k 77 - 105 77 - 105
Finance Business Partner 120 - 170k 120 - 170k 65 - 95 65 - 95
Project Accountant 85 - 140k 90 - 150k 47 - 77 50 - 82
Internal Audit Manager 120 - 180k 120 - 180k 65 - 100 65 - 100
Internal Auditor 80 - 130k 85 - 130k 45 - 70 47 - 70
Product Controller 100 - 150k 110 - 150k 55 - 82 60 - 82
Fund Accountant 80 - 120k 85 - 120k 45 - 65 47 - 65
SMSF Accountant 70 - 110k 70 - 120k 38 - 60 38 - 65

Australia 81
VICTORIA
COMMERCE & INDUSTRY

2017 2018 2017 2018
Executive
Tax Manager 140 - 220k 150 - 220k 75 - 120 82 - 120
Commercial Manager 150 - 200k 160 - 200k 82 - 110 90 - 110
Audit Manager 120 - 190k 120 - 200k 65 - 105 65 - 110
Qualified
Finance Business Partner 120 - 150k 120 - 160k 65 - 82 65 - 90
Auditor/Internal Auditor 80 - 120k 80 - 120k 45 - 65 45 - 65
Financial Analyst 90 - 130k 90 - 140k 50 - 70 50 - 77
Cost Accountant 85 - 120k 90 - 120k 47 - 65 50 - 65
Newly-qualified Accountant 80 - 90k 85 - 105k 45 - 50 47 - 57
Graduate Accountant 55 - 60k 55 - 65k 30 - 32 30 - 35


VICTORIA

2017 2018 2017 2018
Banking
Corporate Banking Relationship Manager 150 - 230k 150 - 230k 80 - 120 80 - 120
Commercial Banking Relationship Manager 110 - 180k 110 - 180k 60 - 100 60 - 100
Small Business Banking Manager 85 - 125k 85 - 125k 40 - 65 40 - 65
Assistant Relationship Manager 75 - 90k 75 - 90k 35 - 40 36 - 40
Mortgage Lender 70 - 90k 70 - 90k 32 - 42 33 - 42
Branch Manager 90 - 115k 90 - 115k 45 - 80 45 - 80
Credit Assessment 55 - 80k 60 - 90k 28 - 37 28 - 37
Risk & Compliance
Compliance Manager 120 - 180k 120 - 180k 55 - 90 55 - 90
Compliance Analyst 70 - 120k 70 - 120k 35 - 55 35 - 55
Operational Risk Manager 120 - 180k 120 - 180k 60 - 90 60 - 90
Operational Risk Analyst 80 - 120k 90 - 120k 40 - 60 45 - 60
Investment Operations
Corporate Actions 55 - 80k 55 - 85k 27 - 37 27 - 37
Treasury Settlements 55 - 75k 55 - 75k 27 - 37 27 - 37
Equity Settlements 55 - 75k 55 - 75k 27 - 37 27 - 37
Derivative Operations 60 - 90k 60 - 90k 28 - 40 28 - 40
Portfolio Administration 55 - 80k 55 - 80k 27 - 37 27 - 37
Performance Analyst 70 - 120k 80 - 140k 35 - 45 40 - 70
Wealth Management & Superannuation
Financial Planner 80 - 125k 90 - 130k 35 - 60 45 - 65
Paraplanner 60 - 95k 65 - 95k 25 - 45 32 - 45
Client Service Manager 65 - 90k 65 - 90k 32 - 45 35 - 47
Relationship Manager 90 - 120k 95 - 140k 45 - 60 48 - 70
Member Services 55 - 80k 55 - 80k 27 - 37 28 - 38
Fund Administrator 55 - 80k 55 - 80k 27 - 35 27 - 35
Australia 83
VICTORIA
BUSINESS SUPPORT

2017 2018 2017 2018
Business Support
Executive Assistant - Banking 70 - 110k 75 - 120k 40 - 60 40 - 60
Legal Secretary/Assistant 55 - 80k 65 - 80k 30 - 40 30 - 40
Team Assistant 50 - 65k 50 - 75k 30 - 38 30 - 38
Human Resource Administrator 50 - 65k 55 - 70k 30 - 38 30 - 38
Receptionist 50 - 60k 50 - 60k 27 - 35 27 - 35
Mail Room Assistant 48 - 55k 50 - 55k 27 - 30 27 - 30
Office Junior 50 - 55k 50 - 55k 27 - 30 27 - 30
Project Support
Tender Coordinator 60 - 80k 60 - 85k 28 - 40 30 - 40
Tender Formatter 65 - 80k 65 - 85k 28 - 40 30 - 40
Project Administrator/Assistant 55 - 80k 65 - 85k 30 - 45 35 - 45
Call Centre Support
Contact Centre Manager 80 - 120k 80 - 120k 45 - 55 45 - 55
Team Leader 70 - 95k 70 - 100k 35 - 50 40 - 50
Faults/Dispatch Consultant 50 - 60k 50 - 60k 30 - 40 30 - 40
Outbound Customer Service 50 - 55k 50 - 60k 27 - 30 27 - 30
Inbound Customer Service 50 - 55k 50 - 60k 27 - 30 27 - 30


VICTORIA
DIGITAL, APPLICATIONS & DEVELOPMENT

2017 2018 2017 2018
ERP/CRM/BI
Senior Consultant 120 - 160k 120 - 160k 100 - 140 100 - 140
Consultant 90 - 120k 90 - 120k 100 - 140 100 - 140
BI Developer 90 - 110k 100 - 120k 70 - 90 70 - 90
BI Analyst 70 - 90k 70 - 90k 60 - 80 70 - 90
Development/Testing
DevOps 90 - 160k 90 - 160k 90 - 150 90 - 150
Developer 70 - 110k 70 - 110k 40 - 80 50 - 100
UX/UI Designers 80 - 180k 80 - 185k 40 - 150 50 - 150
Test Manager/QA Manager 115 - 150k 120 - 150k 90 - 110 90 - 125
Test Analyst 60 - 100k 70 - 120k 40 - 90 50 - 100

Australia 85
VICTORIA
INFRASTRUCTURE & SECURITY

2017 2018 2017 2018
Management
CIO/CTO 180 - 300k 180 - 300k 140 - 280 140 - 280
Infrastructure Manager 90 - 200k 90 - 200k 65 - 140 65 - 140
IT Manager 120 - 160k 120 - 160k 65 - 100 65 - 100
Helpdesk Manager 70 - 110k 70 - 120k 40 - 90 50 - 90
Support/Engineers
Desktop Support 60 - 85k 60 - 85k 35 - 65 35 - 65
Service Desk/Helpdesk Support 50 - 80k 50 - 80k 25 - 55 25 - 55
Systems/Infrastructure Engineer 80 - 130k 80 - 130k 65 - 100 65 - 100
Cloud Engineer 80 - 130k 80 - 130k 65 - 100 65 - 100
Field Services Engineer 65 - 95k 65 - 95k 30 - 60 30 - 60
Networking/Architecture
Solution Architect 140 - 180k 140 - 180k 80 - 120 80 - 120
Network Architect 140 - 180k 140 - 180k 80 - 120 80 - 120
Network Designer 110 - 140k 110 - 140k 70 - 100 70 - 100
Network Engineer 65 - 100k 75 - 120k 45 - 75 55 - 95
Security
Information Security Lead 140 - 180k 140 - 180k 80 - 120 80 - 120
Security Architect 140 - 180k 140 - 180k 80 - 120 80 - 120


VICTORIA
PROJECT SERVICES

2017 2018 2017 2018
Projects
Project Coordinator/Administrator 70 - 100k 70 - 100k 40 - 80 40 - 80
Implementation Manager 120 - 150k 130 - 150k 80 - 100 80 - 100
Delivery Lead 120 - 150k 130 - 150k 80 - 100 80 - 100
Agile
Agile Coach 160 - 180k 160 - 190k 115 - 150 115 - 160
Scrum Master 120 - 150k 120 - 150k 100 - 125 100 - 125
Iteration Manager 120 - 150k 120 - 150k 100 - 125 100 - 125
Product Owner 90 - 150k 100 - 150k 55 - 110 55 - 115

Australia 87
VICTORIA

2017 2018
Sales
State Sales Manager 140 - 180k 150 - 200k
Marketing
Marketing Director 150 - 280k 160 - 300k
Direct Marketing Manager 90 - 140k 90 - 150k
Digital Marketing Manager 100 - 180k 105 - 160k
Product/Brand Manager 90 - 150k 90 - 150k
Campaign Manager 90 - 130k 90 - 130k
Product Specialist 85 - 120k 90 - 120k
Communications
Communications Manager 100 - 140k 100 - 140k
Communications Executive 65 - 90k 75 - 95k


WESTERN AUSTRALIA
are now employed, with a knock- automation and offshoring of

on effect on many other sectors. transactional finance jobs.
2018 EXPECTATIONS In 2018, we expect to see a

Although there is currently an continuation of the trend towards
oversupply of skills, some green multi-tasking accounts assistants
shoots of recovery are emerging and accounts administrators who
and we hope to see a marginal can fill the roles previously expected
improvement in the overall of accounts payable and accounts
job market in 2018. For most receivable. We also anticipate
professionals this won’t result in growing demand for internal audit
wage growth, but it may begin to and risk professionals in the health
decrease the unemployment rate. and aged care market, due to
recent legislative changes.
53%
In 2018, there will be some high-
profile projects driving recruitment
in construction, infrastructure,
technology and corporate services.
The expectation for accountants is
to become well-rounded business
advisors, regardless of whether their
CONFIDENT ABOUT JOB These include the ICT transformation employer is one of the ‘Big 4’, a small
OPPORTUNITIES project GovNext, the new lithium practice, corporate, healthcare or
processing plant project Tianqi, government. Talented management
rail projects for the Forrestfield
2017 INSIGHT Airport Link and Metronet Light
In 2017, the jobs market in Western Rail, and several shopping centre
Australia (WA) was tied to the upgrades by the Scentre Group. Green shoots of recovery are
fortunes of major projects. As the emerging and we hope to
project landscape was generally ACCOUNTING & FINANCE see a marginal improvement
quiet, employment was subdued. The accounting and finance sector in the overall job market in
The economy was still adjusting has been heavily impacted by the 2018.
to the downturn in the mining and economic decline in recent years,
resources sector, where fewer people not to mention the increased
Australia 89
accountants who can inform decision government IT infrastructure and data
making will still be in demand in 2018. storage. IT consulting firms will be MAJOR
MAJOR
MAJOR PROJECTS DRIVING
PROJECTS
PROJECTS GROWTH
DRIVING
DRIVING GROWTH
GROWTH
MAJOR PROJECTS DRIVING GROWTH
seeking systems engineers, network
Accountants and finance professionals engineers, project managers, security
can expect to see more fixed-term specialists and cloud architects, who
contracts as opposed to permanent will expect competitive contract rates.
roles, which are created on the back
of the state’s major infrastructure As the mining sector continues to
and technology projects. Salaries are pursue efficiency in 2018, hiring GovNext
GovNext
GovNext
GovNext Tianqi
Tianqi
Tianqi
Tianqi
likely to remain largely unchanged. managers will be recruiting large
numbers of technologists with
BUSINESS SUPPORT expertise in automation. Long-term
In the wake of WA’s broader economic automation projects that require the
downturn, there is an oversupply of retention of intellectual property, e.g.
business support professionals and BHP Billiton, will be looking to build
this is unlikely to change in 2018. a permanent technology workforce,
However, quality executive assistants as opposed to contractors. Rail
Rail
Rail
Rail Retail
Retail upgrades
Retail upgrades
upgrades
Retail upgrades
and personal assistants, sales
administrators and legal secretaries In 2018, we expect several niche roles
remain in short supply, although to be in demand across several industry
salary growth is unlikely. Permanent sectors, although this may not impact although salary levels are expected
receptionists, document controllers their salary packages. These niche roles to increase only 1-3% in 2018.
and fly-in-fly-out administrators are include data scientists, web application
less in demand, due to reduced developers, cloud engineers (especially Senior and middle managers
activity in the resources sector. those with Microsoft Azure expertise) will experience less demand in
plus senior UI and UX designers who 2018 as their responsibilities are
On the business services side, we can lead and educate organisations to progressively handed down to
expect an increased demand for create better customer-facing solutions. operational staff. We anticipate fewer
industrial relations and employee roles for bid managers, estimating
relations HR professionals, blue collar Due to an oversupply of skills, demand managers and general managers.
recruitment professionals and HR will be lower in 2018 for a number
administrators. However, due to the of technology roles, including senior The design phase of construction
decline in the resources sector and project managers, infrastructure projects in 2018 will increase the
a corresponding decline in demand engineers and test analysts. call for architectural professionals
for overseas and interstate talent, we with specific skills, such as Revit
expect to see decreased demand CONSTRUCTION, ENGINEERING technicians (as employers move
for senior HR project professionals, & ARCHITECTURE away from AutoCAD), building
training and development specialists Several major construction projects information modelling managers and
and HR business partners. in WA will be transitioning into design architects with strong front-
design, building and commissioning end design experience. Salaries
INFORMATION TECHNOLOGY stages during 2018 and 2019. This for these specialisms have already
The big technology news in 2018 will will result in heightened demand for risen in recent years and will likely
be the GovNext mega project, which construction supervisors, project enjoy a marginal increase in 2018.
has triggered a major overhaul of state engineers and contract administrators,

Middle management associates will engage and convert target audiences.
see a decrease in demand as they Traditional marketing roles will be
are less favoured by architectural less in demand in 2018 due to a Digital marketing is being
employers, because more junior shift toward digital specialists. embraced by organisations
employees now run their own projects. across every market sector
Salaries in sales and marketing roles to increase e-commerce
SALES, MARKETING & are expected to remain generally static activity.
COMMUNICATIONS in 2018. Significant increases will be
The current trend in the market seen only in niche specialisms, such
is to reduce the sales force and as digital and customer experience.
increase e-commerce activity. backgrounds as many of the most
However, some sectors still invest in In banking and financial services, successful female leaders in banking
sales teams, including professional a notable trend is gender diversity. did not come through the traditional
services firms, utilities companies Boards and executives are briefing banking career pathway. Similarly,
and healthcare service providers. hiring managers to proactively recruit banks seeking senior agricultural or
more women at senior levels within property relationship managers might
Digital marketing is being embraced their businesses. This includes regional consider employing professionals who
by organisations across every manager roles in the corporate and have worked within those industry
market sector. Specific roles in commercial banking sectors, where sectors, as opposed to someone
demand in 2018 will include digital there is currently high demand. with a pure banking background.
marketing coordinators to execute
campaigns, junior sales people to In 2018, we encourage hiring
win new business and digital content managers to cast their nets widely
specialists to develop strategies to and consider talent from non-banking
87%
TO NEW JOB OPPORTUNITIES
WHEN NOT ACTIVELY LOOKING
Australia 91
WESTERN AUSTRALIA

2017 2018 2017 2018
Executive
Group Financial Controller 150 - 200k 140 - 180k 70 - 90 75 - 100
Tax Manager 140 - 200k 130 - 200k 65 - 100 70 - 100
Qualified
Group Accountant 110 - 140k 110 - 140k 70 - 80 70 - 80
Senior Business/Financial Analyst 120 - 160k 110 - 150k 55 - 65 55 - 65
Business/Financial Analyst 80 - 120k 80 - 120k 45 - 55 45 - 55
Payroll Clerk 55 - 70k 55 - 65k 30 - 35 28 - 35
Accounts Payable Manager 70 - 85k 70 - 85k 35 - 45 35 - 45
Accounts Payable Clerk 50 - 65k 50 - 60k 27 - 33 27 - 32
Accounts Receivable Manager 70 - 85k 70 - 85k 40 - 50 40 - 50
Accounts Receivable Officer 50 - 65k 50 - 60k 27 - 33 27 - 32
Bookkeeper 60 - 75k 60 - 75k 30 - 38 30 - 36
Accounts Administrator 50 - 55k 50 - 55k 25 - 28 25 - 28


WESTERN AUSTRALIA

2017 2018
Public Practice & Insolvency
Senior Manager 130 - 160k 130 - 160k
Manager 100 - 120k 100 - 130k
Assistant Manager 90 - 105k 90 - 110k
Senior/Supervisor 70 - 90k 70 - 90k
Intermediate 50 - 65k 55 - 70k
Corporate Advisory & Investment Banking
Analyst (1 - 3 yrs' exp) 70 - 100k 70 - 100k
Analyst (4 - 5 yrs' exp) 100 - 130k 100 - 130k
Senior Analyst (6+ yrs' exp) 140 - 170k 140 - 170k

Australia 93
WESTERN AUSTRALIA
BUSINESS SUPPORT & HUMAN RESOURCES

2017 2018 2017 2018
Business Support
Receptionist 45 - 55k 45 - 60k 26 - 29 27 - 30
Project Administrator 55 - 70k 55 - 70k 28 - 35 28 - 37
Sales Administrator 50 - 65k 55 - 70k 28 - 30 30 - 35
Human Resources
HR Manager 110 - 140k 110 - 140k 50 - 60 50 - 60
HR Advisor 70 - 90k 70 - 90k 35 - 50 35 - 50
HR Officer 60 - 70k 60 - 70k 30 - 35 30 - 35
Learning & Development Consultant 80 - 110k 80 - 110k 45 - 60 45 - 60


WESTERN AUSTRALIA
CONSTRUCTION, ENGINEERING & ARCHITECTURE

2017 2018
Civil Engineering
Project Manager 125 - 180k 130 - 200k
Senior Project Engineer 110 - 145k 120 - 150k
Project Engineer 70 - 90k 70 - 90k
Site Engineer 50 - 70k 55 - 75k
Supervisor 110 - 160k 120 - 150k
Estimator 90 - 140k 100 - 140k
Commercial Construction
Commercial Manager 160 - 190k 160 - 190k
Site Manager 100 - 130k 110 - 150k
Estimator 130 - 180k 130 - 180k
Contract Administrator 110 - 160k 120 - 150k
Residential Construction
Construction Manager 100 - 130k 100 - 130k
Supervisor 85 - 100k 80 - 100k
Estimator 72 - 90k 70 - 90k
Scheduler 55 - 70k 55 - 70k
Designer 60 - 78k 60 - 80k
Architecture
Project Lead 100 - 130k 100 - 140k
Project Architect 90 - 120k 90 - 125k
Graduate Architect 55 - 75k 55 - 75k
Revit Technician 45 - 65k 50 - 75k
Interior Designer 55 - 90k 60 - 95k

NB: Figures are salaries inclusive of superannuation, but exclusive of benefits/bonuses and site uplifts unless otherwise specified.
Australia 95
WESTERN AUSTRALIA

2017 2018 2017 2018
Management
Chief Information Officer 160 - 240k+ 170 - 240k+ 135 - 150 135 - 150
Chief Technology Officer 150 - 200k+ 160 - 220k+ 135 - 150 135 - 150
Strategy & Architecture Manager 150 - 180k 160 - 190k 125 - 135 125 - 140
Service Desk Manager 90 - 120k 90 - 120k 60 - 70 60 - 70
Applications/ERP/CRM/BI
CRM/ERP Senior Consultant 130 - 160k 130 - 160k 100 - 125 100 - 125
CRM/ERP Consultant 90 - 130k 90 - 130k 75 - 100 80 - 100
BI Consultant 110 - 150k 130 - 160k 85 - 100 85 - 110
BI Developer 100 - 130k 100 - 130k 65 - 90 65 - 90
Solutions/Technical Architect 135 - 170k 140 - 170k 95 - 125 100 - 125
SharePoint Architect 140 - 170k 140 - 170k 100 - 125 100 - 125
SharePoint Developer 100 - 140k 100 - 140k 65 - 85 65 - 85
Senior Data Scientist 150 - 190k 150 - 190k 100 - 125 100 - 125
Data Analyst 100 - 140k 100 - 140k 60 - 90 60 - 90
Senior Microsoft Developer 90 - 120k 100 - 135k 75 - 90 75 - 90
Microsoft Developer 70 - 90k 80 - 110k 50 - 75 60 - 80
Senior Java Developer 110 - 130k 110 - 130k 70 - 90 70 - 90
Java Developer 80 - 110k 80 - 110k 60 - 80 60 - 80
UX/UI Designer 110 - 140k 110 - 140k 80 - 100 80 - 100
Web Developer 80 - 110k 80 - 110k 60 - 80 60 - 80
Test Manager/Test Lead 90 - 135k 90 - 135k 75 - 100 75 - 100
Test Analyst 60 - 85k 60 - 85k 50 - 70 50 - 70


WESTERN AUSTRALIA

2017 2018 2017 2018
Project Services
PMO Manager 120 - 160k 130 - 165k 90 - 120 90 - 120
Agile Coach 140 - 170k 140 - 170k 100 - 125 100 - 135
Scrum/Iteration Manager 130 - 150k 130 - 160k 90 - 110 90 - 115
Infrastructure
Service Delivery Manager 120 - 160k 120 - 160k 110 - 125 110 - 125
Network/Security Architect 135 - 170k 135 - 180k 110 - 130 110 - 135
Solutions/Technical Architect 135 - 170k 135 - 170k 95 - 125 95 - 130
Information Security Analyst 110 - 140k 110 - 140k 70 - 90 70 - 90
Cyber Security Engineer 110 - 150k 110 - 150k 70 - 100 70 - 100
Senior Network/System Engineer 110 - 130k 110 - 130k 80 - 90 80 - 95
Senior System Administrator 90 - 105k 90 - 110k 65 - 80 65 - 75
ICT Sales
Sales Manager 160 - 250k* 160 - 250k* 130 - 150 130 - 150
Business Development Manager 120 - 180k* 130 - 180k* 100 - 120 100 - 120
Account Manager 80 - 160k* 90 - 160k* 60 - 100 60 - 100

NB: Figures are salaries inclusive of superannuation, but exclusive of benefits/bonuses unless otherwise specified. *OTE
Australia 97
WESTERN AUSTRALIA

2017 2018
Retail
Portfolio Director 140 - 160k 140 - 160k
Premium Relationship Manager 90 - 110k 90 - 110k
Business
Agribusiness Relationship Manager 130 - 150k 130 - 150k
Emerging Markets Relationship Manager 120 - 150k 120 - 150k
Business Relationship Manager 100 - 120k 100 - 120k
SME Relationship Manager 80 - 110k 80 - 110k
Corporate


WESTERN AUSTRALIA
COMMERCE & INDUSTRY

2017 2018 2017 2018
Sales
National Sales Manager 130 - 180k 130 - 180k 50 - 100 65 - 90
Sales Manager 110 - 150k 110 - 150k 50 - 70 60 - 75
Business Development Manager 80 - 120k 85 - 120k 40 - 60 40 - 60
Key Account Manager 75 - 95k 80 - 95k 30 - 40 40 - 50
Territory Manager 70 - 85k 70 - 85k 35 - 45 35 - 45
Sales Representative 70 - 85k 70 - 85k 30 - 45 35 - 45
Marketing (including digital)
Senior Marketing Executive 85 - 100k 85 - 110k 40 - 50 45 - 55
Marketing Assistant 45 - 55k 45 - 55k 25 - 30 25 - 30
Communications
Communications Advisor 70 - 95k 80 - 100k 35 - 50 40 - 50
Communications Coordinator 60 - 90k 60 - 90k 30 - 45 30 - 45
Content Coordinator 60 - 80k 60 - 80k 30 - 40 30 - 40

Australia 99
NEW ZEALAND
In 2017, New Zealand’s economy thrived and this trend is expected to continue
in 2018. The nation’s population is growing and the job market has rarely been
busier. In 2018, there are plenty of reasons for professionals to feel confident
about a new career move and many employers are willing to make that happen.
In the major cities, the big drivers of jobs growth in 2018 will be
infrastructure, technology and large-scale retail environments.
The government has committed to a broad-ranging programme of infrastructure

projects in housing and education, not to mention major road projects in
Wellington and Auckland. As a result, many new jobs will be created and
salaries are expected to increase for civil engineers as well as construction,
procurement, legal and finance professionals who service these projects.
The fallout from Brexit,

combined with the perceived
80%
political instability in the
United States, is making
New Zealand an increasingly
attractive option for many
CONFIDENTLY OPTIMISTIC Kiwi expats.
ABOUT JOB OPPORTUNITIES

On the world stage, New Zealand collaboration between the Department
has earned an enviable reputation of Internal Affairs and Inland Revenue.
in regard to innovation and the new Consequently, we expect increased
government will continue to nurture competition over the finite number
this in 2018. Technology start-ups and of IT professionals in the market with
established technology businesses expertise in big data, analytics, UX and
can expect more government UI. Remuneration is likely to rise for
investment and incentives and both permanent and contract roles.
the positive impact will be felt in
the jobs market. IT professionals The fallout from Brexit, combined with
from a range of specialisms will the perceived political instability in the
receive multiple job offers in 2018, United States, is making New Zealand
with salaries rising as a result. an increasingly attractive option for
many Kiwi expats who are expected
Organisations with large-scale to return in 2018. This trend will assist
retail interfaces, such as telcos, in meeting the high demand for skilled
banks and energy businesses, will
INDONESIA
professionals in New Zealand.
continue to differentiate themselves
SUPPLY CHAIN & LOGISTICS
by focusing on customer experience.

SHAY PETERS, In the public sector, substantial
COUNTRY MANAGER, business transformation projects
NEW ZEALAND are underway, including RealMe, a
FINTECH
32
DRIVERS OF
DRIVERS
DRIVERS OF JOB
OFJOB
JOBGROWTH:
GROWTH:
EMERGING TECHNOLOGY
32% Emerging
EmergingTechnology
Emerging Technology
Technology
Infrastructure
Infrastructure
Infrastructure
Large scale
Risk and retail environments
Compliance
Of professionals are motivated to
change jobs for career progression
On the world stage, New

Zealand has earned an enviable
reputation in regard to innovation
and the new government will
continue to nurture this in 2018.
*All statistics from A&NZ Pay & Bonus Survey 2017, 1789 respondents
New Zealand 101
AUCKLAND
The year finished with a high degree In corporate finance, demand is

of uncertainty, considering the high for commercially-minded and
surprise election result and the technical accountants who can
new coalition government. This partner with clients or employers
development temporarily slowed the to strategically manage costs
Auckland jobs market but we expect and revenue. As a result, these
it to pick up again in early 2018. professionals may enjoy some
salary growth in 2018. To retain
2018 EXPECTATIONS their best talent, employers would
The Auckland economy appears do well to focus on providing
set for moderate growth, due to opportunities to diversify and work
infrastructure investment in roads, across different teams and clients.
rail and education which will create
new jobs in engineering, project BANKING & FINANCIAL
93%
management and construction.
Organisations across every industry
sector will require technologists from
a range of specialist areas, many of
SERVICES
Risk management has become a
dominant focus for banking and
financial services institutions in
TO NEW JOB OPPORTUNITIES which are in short supply. Overall, Auckland. This will drive much of the
WHEN NOT ACTIVELY LOOKING the Auckland market is expecting jobs growth we expect to see in 2018.
steady salary growth in 2018.
2017 INSIGHT ACCOUNTING & FINANCE

Auckland underwent expansion As the economy is predicted to
in 2017 in a variety of ways: the expand, companies are stepping The Auckland economy
economy grew, net immigration up efforts to hire talent in the appears set for moderate
increased and the jobs market finance industry. With a relative growth, due to infrastructure
flourished. We saw more investment skills shortage in Auckland, investment in roads, rail and
in infrastructure and heightened expats are in high demand. education which will create
demand for professional services, Compared to many overseas new jobs.
including banking, legal and cities, Auckland’s relative economic
accounting, resulting in jobs growth. prosperity is a major drawcard.
Banks will focus on employing first- Moderate salary growth is likely for
and second-line operational risk many business support professionals DRIVERS
DRIVERS
DRIVERS
DRIVERS OF
OFOF
OFJOB
JOB
JOB GROWTH
GROWTH
JOB GROWTH
GROWTH
DRIVERS OF JOB GROWTH
managers while legal, accounting in 2018, including legal secretaries,
and real estate organisations will personal assistants and executive
use dedicated resources to manage assistants in professional services
anti-money-laundering compliance and entry-level roles. To secure the
requirements. Common trends best talent, hiring managers are
point towards a market where risk advised to closely monitor market
responsibilities, such as Know rates to ensure they offer competitive E-commerce
E-commerce
E-commerce
E-commerce
E-commerce Education
Education
Education
Education
Education
Your Customer (KYC), are being packages. During recruitment,
shared outside of traditional risk and candidates will be attracted by
compliance functions, e.g. business employers offering workplace
development and sales teams. flexibility, wellbeing programmes
and an inclusive business culture.
Outside the financial services
space we can see an increasing HUMAN RESOURCES
number of roles that merge risk and Business leaders are increasingly Emerging
Emerging
Emerging
Emerging
Emerging Start-up
Start-up
Start-up
Start-up
Start-up
compliance responsibilities. Data looking for professionals who technologies
technologies
technologies
technologies
technologies investment
investment
investment
investment
investment
protection and privacy is another can align HR activities with an
area of risk management that organisation’s strategic goals and
will drive jobs growth in banking commercial drivers so moderate
and financial services. In 2018, salary growth is likely for this group. the hunt for technology specialists
employers will be competing over who can help build and develop online
a finite pool of experienced cyber Proactive employers will focus on retail environments. Organisations
security and data specialists. retaining their most talented people in every sector will continue to
in 2018 with the help of experienced reinvent themselves through
Salaries in the banking and financial HR professionals. Employees with digital transformation projects.
services sector will generally remain experience in designing and building
stable in 2018, although we do programmes in the areas of learning While the New Zealand market is
expect moderate salary increases and development and/or health and not known for salary spikes, we do
for risk and credit professionals wellbeing will also be sought after. expect to see salary and rate growth
with strong SAS, SQL, Python in 2018 for technology specialists,
and Tableau experience. INFORMATION TECHNOLOGY including cyber security, data analysts
Auckland is becoming a hotbed for and digital designers (UX and UI).
BUSINESS SUPPORT technology start-ups, with many
The Auckland market as a whole is businesses accessing seed funding LEGAL
short of talent with business support and government incentives. As these As a result of increased economic
and administration skills. In 2018, organisations grow in 2018, they activity, 2017 saw a heightened
we expect employers to appoint will be seeking to transition their demand for legal talent which
junior professionals to more senior workforce from contract to permanent is expected to continue in
roles based on aptitude and attitude, roles. However, competition for 2018. Auckland’s in-house legal
rather than experience. We also talent is going to be fierce. departments are actively seeking
expect to see increased flexibility professionals who can handle a wide
within roles, such as offering remote Large financial services, telco and range of commercial issues relating
working options for parents. energy organisations will also be on to broad commercial contracts.
New Zealand 103
At the same time, a growing number demand will grow for professionals
of legal professionals in New who can translate complex data
Zealand and overseas are eager into meaningful information for Employers will need to
to secure in-house positions. colleagues across a public sector consider different ways
or private sector organisation. to attract Kiwi expats
Across the wider legal jobs market, as increasing local skill
we expect salaries to remain stable The market continues to move away shortages hinder their ability
in 2018. However, legal firms and from senior procurement and supply to grow their business.
in-house teams will continue to chain managers towards more
experience a shortage of legal specialised professionals, who may
professionals with three to five years’ experience salary growth in 2018.
PQE as many young Kiwis at this Hiring managers seeking specialists anticipate that FMCG account
point in their career choose to work will need to offer candidates a managers may switch to industries
overseas. Competition for talent will comprehensive package, including such as building and construction.
be intense and candidates can expect competitive salary, career progression
moderate salary growth as a result. and a strong organisational culture. Across every sector, digital technology
is rewriting the marketing rules.
PROCUREMENT & SUPPLY SALES, MARKETING & Consequently, experts in e-commerce,
CHAIN COMMUNICATIONS customer relationship management,
Employers are increasingly In 2018, many businesses in direct marketing and data will be
focused on commercial aspects of Auckland will continue on a path of in high demand and competition
procurement, which is reshaping expansion and growth, which will drive for talent will remain at its peak.
traditional roles across supply demand for business development
chain and procurement. In 2018 and relationship managers. We In 2018, salaries will remain stable for
most roles in sales and marketing. To
attract and retain talent, employers
should emphasise benefits, wellness
programmes and workplace flexibility.
Companies with streamlined
recruitment processes are best placed
to secure the most promising talent.
65%
MOTIVATED BY A GOOD
WORK-LIFE BALANCE
AUCKLAND

SALARY PER ANNUM NZD ($) RATE PER HOUR NZD ($)
2017 2018 2017 2018
Executive
Qualified
Commercial Analyst/Business Partner 100 - 130k 90 - 130k 55 - 75 45 - 70
Financial/Business Analyst (5+ yrs’ exp) 110 - 130k 110 - 130k 55 - 75 55 - 75
Financial/Business Analyst (0 - 4 yrs’ exp) 80 - 100k 80 - 110k 40 - 50 40 - 55
Financial Accountant (5+ yrs’ exp) 95 - 120k 100 - 120k 50 - 65 50 - 65
Financial Accountant (0 - 4 yrs’ exp) 80 - 100k 80 - 100k 40 - 50 40 - 50
Management Accountant (5+ yrs’ exp) 110 - 130k 110 - 130k 55 - 70 55 - 70
Management Accountant (0 - 4 yrs’ exp) 80 - 110k 85 - 110k 40 - 55 40 - 55
Systems/Project Accountant 80 - 130k 80 - 130k 45 - 85 45 - 85
Accounts Payable/Receivable - Manager 70 - 100k 70 - 100k 37 - 50 40 - 50
Financial Accountant - Degree 70 - 85k 75 - 85k 37 - 50 40 - 50
Payroll Clerk/Payroll Officer 55 - 70k 60 - 75k 27 - 35 30 - 40

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
New Zealand 105

AUCKLAND

2017 2018 2017 2018
Banking
Relationship Manager 110 - 150k 110 - 150k 70 - 100 70 - 100
Relationship Associate 60 - 85k 60 - 85k 35 - 60 35 - 60
Business Development Manager/Sales 100 - 130k 100 - 135k 60 - 90 60 - 90
Mortgage/Lending Manager 70 - 95k 70 - 95k 30 - 60 30 - 60
Risk, Compliance & Operations
Compliance Manager 120 - 160k 120 - 160k 65 - 85 65 - 85
Compliance Officer 65 - 110k 65 - 110k 40 - 70 40 - 70
Market Risk Analyst 80 - 120k 80 - 120k 50 - 70 50 - 70
Operational Risk Senior Manager 130 - 170k 130 - 170k 90 - 110 90 - 110
Operational Risk Manager 90 - 120k 90 - 120k 65 - 90 65 - 90
Settlements/Corporate Actions 60 - 75k 60 - 75k 35 - 55 35 - 55


AUCKLAND
BUSINESS SUPPORT

2017 2018 2017 2018
Office Support & Secretarial
Team Administrator 45 - 55k 45 - 55k 20 - 26 20 - 26
Corporate Receptionist 40 - 50k 42 - 52k 18 - 23 20 - 25
Sales Administrator 45 - 55k 45 - 55k 22 - 26 20 - 26
Office Administrator 40 - 55k 45 - 58k 20 - 26 22 - 28
Customer Service
Team Leader 60 - 75k 60 - 75k 26 - 32 26 - 32
Customer Service Officer 40 - 50k 42 - 52k 18 - 24 20 - 25

New Zealand 107

AUCKLAND
HUMAN RESOURCES & OH&S

2017 2018 2017 2018
Generalist
HR Director 150 - 250k 150 - 250k 80 - 150 80 - 150
HR Manager 95 - 160k 95 - 160k 55 - 95 55 - 95
HR Consultant 80 - 120k 80 - 140k 50 - 85 50 - 85
HR Analyst 65 - 95k 75 - 95k 35 - 60 35 - 60
HR Advisor 65 - 95k 70 - 90k 30 - 60 30 - 65
HR Coordinator 50 - 70k 50 - 70k 25 - 40 25 - 40
Specialist
Change Manager 130k+ 130k+ 70 - 140 70 - 140
Remuneration Manager 95 - 150k 95 - 160k 50 - 80 50 - 80
Training Manager 80 - 110k 85 - 120k 40 - 65 45 - 75
Remuneration Officer 60 - 85k 60 - 85k 30 - 40 30 - 40
Training Facilitator 50 - 75k 50 - 75k 25 - 40 25 - 40
Learning & Development Coordinator 55 - 70k 55 - 70k 20 - 30 20 - 30
OH&S
Manager 80 - 150k 90 - 150k 50 - 80 50 - 80
Officer 55 - 80k 55 - 85k 30 - 50 30 - 50


AUCKLAND
INFORMATION TECHNOLOGY & DIGITAL

2017 2018 2017 2018
Digital
Digital Design (UI/UX/DX) 70 - 110k 80 - 120k 70 - 90 80 - 110
Customer Experience Manager 90 - 140k 100 - 150k 70 - 90 80 - 120
Product Manager/Owner 90 - 130k 100 - 140k 70 - 90 90 - 110
Insights & Analytics Manager 80 - 140k 90 - 150k 70 - 90 80 - 110
Insights & Analytics Analyst 60 - 80k 70 - 90k 50 - 70 50 - 80
Development/Testing
Development Manager 120 - 150k 130 - 160k 90 - 120 100 - 120
Team/Technical/Development Lead 90 - 125k 110 - 130k 90 - 120 95 - 110
Intermediate Developer 70 - 85k 75 - 90k 60 - 90 60 - 90
Junior Developer 50 - 75k 50 - 75k 40 - 70 50 - 75
Quality Assurance Manager/Test Manager 120 - 150k 130 - 160k 90 - 120 90 - 120
Test Lead 105 - 120k 110 - 125k 80 - 95 85 - 100
Automation Engineer/Senior QA Test Analyst 90 - 105k 95 - 110k 70 - 90 85 - 95
Test Analyst/QA 70 - 90k 75 - 95k 50 - 70 60 - 90
Business Intelligence
Data Analyst 70 - 100k 80 - 110k 40 - 80 45 - 90
Reporting Analyst 70 - 100k 80 - 110k 40 - 80 45 - 90
ETL Developer 80 - 100k 90 - 120k 60 - 90 60 - 110
Data Warehouse Developer 80 - 100k 90 - 120k 60 - 90 60 - 110
Business Intelligence Consultant 110 - 135k 120 - 160k 90 - 140 100 - 150

New Zealand 109

AUCKLAND
INFORMATION TECHNOLOGY & DIGITAL

2017 2018 2017 2018
Technology Leadership
CIO/CTO 180k+ 180k+ 150+ 150+
Chief Digital Officer 200k+ 200k+ 150+ 150+
Head of Digital 200 - 300k 200 - 300k 125 - 150 120 - 150
IT Manager 110 - 150k 110 - 150k 80 - 140 80 - 140
IT Operations Manager 100 - 140k 100 - 150k 80 - 120 90 - 130
Service Delivery Manager 70 - 120k 80 - 140k 70 - 120 80 - 130
Projects
Project/Programme Coordinator 70 - 90k 70 - 90k 65 - 90 65 - 90
Scrum Master 112 - 125k 120 - 130k 110 - 130 110 - 130
Agile Coach 120 - 150k 130 - 170k 90 - 110 90 - 110
Process Analyst 75 - 105k 75 - 110k 80 - 95 80 - 95
Architecture
Infrastructure Architect 110 - 150k 120 - 160k 110 - 130 110 - 150
Security Architect/Consultant 120 - 180k 120 - 180k 120 - 150 120 - 180
Solutions Architect 120 - 165k 120 - 165k 110 - 130 120 - 150
Data Architect 120 - 160k 120 - 180k 120 - 150 120 - 180
Infrastructure
DevOps Engineer 80 - 140k 90 - 150k 40 - 100 60 - 100
Security/Network Engineer 70 - 120k 80 - 140k 60 - 90 60 - 100
Systems Engineer 70 - 120k 80 - 140k 60 - 90 60 - 100
Service Desk Manager 75 - 110k 75 - 110k 60 - 85 60 - 90
Help Desk/Desktop/App Support 45 - 70k 40 - 90k 25 - 40 25 - 60

AUCKLAND
LEGAL
ROLE PERMANENT SALARY PER ANNUM NZD ($)

2017 2018
Private Practice
Partner 150k+ 160k+
Associate 90 - 170k 90 - 170k
Senior Solicitor 80 - 165k 80 - 170k
3 yrs’ PQE 55 - 85k 60 - 85k
2 yrs’ PQE 45 - 70k 50 - 70k
1 yr PQE 40 - 60k 45 - 60k
Graduate 40 - 45k 40 - 45k
In-house
General Counsel/Chief Legal Advisor 150k+ 160k+
Senior Legal Counsel/Solicitor 90 - 170k 90 - 180k
Legal Counsel/Solicitor 60 - 100k 60 - 110k
Graduate 40 - 50k 40 - 55k

New Zealand 111

AUCKLAND
PROCUREMENT & SUPPLY CHAIN

2017 2018
Procurement
Procurement Director 150 - 250k 150 - 230k
Procurement Manager 120 - 170k 120 - 170k
Strategic Sourcing Manager 120 - 160k 110 - 150k
Contracts/Relationship Manager 90 - 140k 100 - 140k
Procurement Specialist 90 - 125k 90 - 125k
Supply Chain
Demand/Supply Planning Manager 100 - 140k 100 - 130k
Operations Manager 90 - 160k 95 - 150k
Supply Chain Manager 100 - 150k 110 - 150k
Demand/Supply Planner 70 - 90k 65 - 90k
Logistics Manager 85 - 135k 85 - 135k


AUCKLAND

2017 2018 2017 2018
Sales
Sales Director 190 - 230k 190 - 230k 110 - 140 110 - 140
National Account Manager 100 - 135k 100 - 135k 60 - 65 60 - 65
Account Manager 70 - 90k 70 - 90k 50 - 55 50 - 55
Sales/Account Executive 60 - 85k 60 - 85k 40 - 45 40 - 45
Territory Manager/Sales Representative 55 - 70k 55 - 70k 40 - 45 30 - 40
Sales Coordinator 50 - 55k 50 - 60k 25 - 35 25 - 30
Marketing
Marketing Director 170 - 230k 170 - 230k 100 - 120 90 - 120
Digital/Online Manager 100 - 130k 100 - 140k 50 - 65 50 - 65
Trade Marketing Manager 90 - 120k 90 - 120k 45 - 60 45 - 60
Insights Manager 75 - 130k 75 - 130k 45 - 65 45 - 65
Brand Manager 80 - 120k 80 - 120k 40 - 60 40 - 60
Assistant Brand Manager 50 - 75k 55 - 75k 25 - 35 25 - 35
Communications
PR/Corporate Affairs Manager 90 - 130k 90 - 130k 45 - 60 45 - 60

New Zealand 113

WELLINGTON
2018 EXPECTATIONS partnering skills as organisations look

Wellington is a fast-developing region for accountants who can add value
and all signs point to a healthy job by communicating what is behind the
market in 2018. Demand for talent numbers and suggest improvements.
will be stimulated by several major Conversely, compliance specialists
projects, including large-scale with limited business partnering
transformation programmes in the experience may be less sought after.
public sector, such as RealMe, and
major infrastructure developments in Accounting practices may have to pay
roads (e.g. Northern Corridor Highway), their star performers more and offer
housing and education. Highly-skilled career development opportunities
professionals in many sectors can if they are to fend off interest from
expect modest salary growth. corporate in-house finance teams. In
the public sector we expect to see
56%
In this competitive job market,
employers will need to be flexible by
streamlining hiring processes to identify
and secure talent quickly as well as
some salary growth for management
accountants who can work with
procurement teams to manage costs.
MOTIVATED BY SALARY AND tapping into the international market to BUSINESS SUPPORT
BENEFITS connect with overseas-based Kiwis who In 2018, we expect to see a continued
are planning a return to New Zealand. demand for project administration and
support roles. Employers are in the
2017 INSIGHT ACCOUNTING & FINANCE
The Wellington market was resilient As the local economy prospers,
in 2017, with economic growth professional services organisations
driven by an increasing population. are enjoying some growth as clients In this competitive job market,
The jobs market has been very ramp up their activities. Accounting employers need to connect
strong, due to high demand and firms and corporate in-house finance with overseas-based Kiwis
moderate salary growth in many teams are hungry for local and who are planning a return to
sectors as well as a notable overseas talent. In 2018, we expect New Zealand.
preference for contract roles. some salary growth for accounting
professionals with good business
process of merging these positions, HR salaries in 2018 will generally
as the skill sets often overlap. remain flat but the salary range can DRIVERS OF JOB GROWTH
be quite broad for each role, e.g. DRIVERS
DRIVERS OFOF JOB
JOB GROWTH
GROWTH
DRIVERS OFOF
DRIVERS JOB GROWTH
JOB GROWTH
Although salaries across the board HR consultants can demand $100 -
are unlikely to rise, there is potential 140k, depending on the organisation
for senior executive assistants to and the role requirements.
experience salary growth in 2018. These
roles require good relationship-building INFORMATION TECHNOLOGY
skills and are harder to fill so, beyond Today’s organisations have technology Transformation
Transformation
Transformation Infrastructure
Infrastructure
Infrastructure
a competitive salary, hiring managers at the heart of their business. Banking, Transformation
Transformation
programmes
programmes
programmes Infrastructure
Infrastructure
projects
projects
projects
will also need to offer flexible working energy and telcos with large retail programmes
programmes projects
projects
hours and a supportive network. interfaces are seeking to differentiate
themselves through customer
BUSINESS TRANSFORMATION experience, and the same is happening
Digital transformations are occurring in the public sector. Organisations
in organisations across the private are increasingly vigilant about data
and public sector which will drive breaches and cyber crime risk. Commercial
Commercial Customer
Customer
Commercial
Commercial
construction Customer
Customer
Customer
experience
continued high demand in 2018. construction
Commercial
experience
construction
construction experience
experience
experience
upgrades
Increasing contract rates will push Consequently, demand will be extremely construction
upgrades
upgrades
upgrades
upgrades
permanent salaries higher in 2018. high in 2018 for commercially-focused
IT specialists with experience in
Employers will be seeking project analytics and business intelligence,
programme directors who have cyber security and UX and UI. Most POLICY & REGULATION
led large, successful business roles will be contract based, rather Fresh from its election victory at the
transformations in various industries. than permanent, and moderate rate end of 2017, the new government will
They will also be keen to recruit increases can be expected in 2018. be establishing its agenda in 2018.
project managers with a good track Policy and research professionals
record in delivery, business analysts LEGAL will be in high demand, with both
who can partner with colleagues The positive economic outlook permanent and contract roles on
across the business and highly in Wellington is stimulating more offer. However, contract rates are
organised project coordinators. activity in commercial property so expected to decrease in 2018 as policy
the demand for lawyers will remain managers scrutinise budgets and prefer
HUMAN RESOURCES high in 2018. In addition, demand for to make fixed term appointments.
As organisations step up their efforts to talent will increase among the sizeable
retain staff in 2018’s tight job market, legal teams in the public sector. Wellington has a limited supply of
employers will be looking for HR senior advisors and senior analysts as
professionals who can plan and execute A shortage exists of lawyers with three well as specialised policy contractors
learning and development programmes. to five years’ PQE as many Kiwis in the investment and funding space.
Similarly, HR professionals who choose to work overseas at this stage in Some salary growth is possible for
anticipate the strategic and operational their career. Professionals who remain in top-tier professionals with these skills
impact of HR decisions across their Wellington are likely to receive multiple but salaries in policy and regulation
organisation will also be in high demand. job offers in 2018 and can therefore are expected to remain stable.
In response to legislative changes, negotiate a higher salary and benefits.
employers will be seeking specialists Staff retention will be vital for
in OH&S and employee relations. employers in 2018, which means
New Zealand 115
focusing on organisational culture, In 2018, we expect more employers to
varied work programmes, up- become less reliant upon contractors
skilling and training, and career and revert to fixed term and/or The local economy is on an
development for professionals. permanent contracts, rather than pay upward trajectory and there
expensive hourly rates. As a result, is much cause for optimism
PROCUREMENT fixed term and permanent salaries in the Wellington jobs market
In 2018, demand will remain have the potential to increase. in 2018.
high for commercially-savvy
procurement specialists. PROPERTY & FACILITIES
Employers are looking for creative MANAGEMENT
professionals who can build Wellington is experiencing an increase and communicate clearly during the
relationships and partner with in new builds, remedial works and recruitment process. We may see
a business to add value. refurbishments across the commercial some salary increases in line with
and residential sector. This development demand, with property professionals
There is a skills shortage in the stimulates demand for property and and facilities project coordinators
market and the best talent is facilities management professionals likely to derive the greatest benefits.
generally reluctant to switch who are already in short supply.
employers. To persuade professionals SALES, MARKETING &
to make a switch, hiring managers Traditionally, the Wellington market has COMMUNICATIONS
need to proactively search for leaned toward permanent roles but in Digital marketing has opened up
talent, approach them with an 2018 an abundance of contract roles new avenues for public and private
attractive offer and fast track will be available. To secure talent in this sector organisations to engage
the recruitment process. tight market, hiring managers need with stakeholders and clients,
to act quickly, set clear expectations creating a surge in demand for
professionals who can harness this
technology. The government will
continue to be the main employer
of marketing professionals, with
their focus on digital change
programmes. We expect marketing
salaries to remain stable in 2018.
Private sector organisations are

increasingly looking to develop their
products and services and we expect
to see more customer-focused
projects in 2018. Consequently,
business development professionals
with project management experience
32%
in technical environments will
be sought after. Salaries for
sales professionals are generally
quite competitive already in
LOOKING TO CHANGE JOBS Wellington and we don’t anticipate
widespread growth in 2018.
WELLINGTON

2017 2018 2017 2018
Executive
Qualified
Management Accountant (6+ yrs’ exp) 90 - 120k 90 - 150k 60 - 90 60 - 90
Financial Accountant CA (5+ yrs’ exp) 90 - 120k 90 - 120k 60 - 75 60 - 75
Financial Analyst (5+ yrs’ exp) 90 - 115k 90 - 115k 65 - 80 65 - 80
Cost Accountant 85 - 110k 85 - 110k 60 - 80 60 - 80
Treasury Accountant 85 - 110k 85 - 110k 60 - 75 60 - 75
Management Accountant (3 - 5 yrs’ exp) 80 - 95k 80 - 95k 55 - 75 55 - 75
Financial Analyst (0 - 4 yrs’ exp) 70 - 90k 70 - 90k 40 - 70 40 - 70
Financial Accountant CA (0 - 4 yrs’ exp) 70 - 90k 70 - 90k 45 - 70 45 - 70
Auditor 75 - 100k 75 - 100k 55 - 80 55 - 80
Financial Accountant - Degree 60 - 80k 60 - 80k 40 - 55 40 - 55
Accounts Payable/Receivable - Manager 70 - 85k 70 - 85k 40 - 55 40 - 55
Payroll Clerk/Payroll Officer 40 - 60k 40 - 60k 25 - 40 25 - 40

New Zealand 117

WELLINGTON
BUSINESS SUPPORT

2017 2018
Executive Assistant 70 - 85k 70 - 90k
Office Manager 60 - 75k 60 - 80k
Personal Assistant 60 - 70k 55 - 70k
Legal Secretary 50 - 65k 50 - 65k
Project Administrator 50 - 65k 50 - 65k
Procurement Administrator 45 - 55k 50 - 60k
Office Administrator 45 - 55k 45 - 60k
General Administrator 45 - 60k 45 - 60k
Marketing Administrator 45 - 55k 45 - 55k
Corporate Receptionist 45 - 55k 45 - 55k
Receptionist 40 - 50k 40 - 50k
Data Entry Operator 38 - 44k 40 - 48k


WELLINGTON
BUSINESS TRANSFORMATION

2017 2018 2017 2018
Programme Director 160 - 250k 160 - 250k 150 - 250 150 - 250
EPMO Manager 150 - 250k 150 - 250k 140 - 200 150 - 220
Risk & Assurance Consultant 150 - 200k 150 - 180k 150 - 200 130 - 160
IQA Professional 150 - 200k 150 - 180k 150 - 200 120 - 185
Business Change Manager 145 - 185k 130 - 185k 110 - 150 110 - 180
EPMO Analyst 90 - 125k 80 - 120k 100 - 130 90 - 120
Project/Programme Coordinator 60 - 90k 60 - 95k 60 - 90 60 - 95

New Zealand 119

WELLINGTON
HUMAN RESOURCES & OH&S

2017 2018 2017 2018
Generalist
HR Director 160 - 300k 180 - 250k 120 - 150 120 - 150
HR Manager 120 - 180k 140 - 160k 80 - 120 90 - 140
HR Consultant 90 - 140k 100 - 140k 70 - 120 70 - 90
HR Advisor 60 - 90k 70 - 85k 40 - 70 40 - 70
HR Analyst 65 - 90k 65 - 80k 40 - 80 40 - 50
Specialist
Learning & Development Coordinator 50 - 65k 45 - 65k 25 - 40 25 - 40


WELLINGTON

2017 2018 2017 2018
ICT
Chief Information Officer 180 - 300k 180 - 300k 150 - 200 150 - 200
Chief Technology Officer 150 - 220k 150 - 220k 125 - 160 125 - 160
Manager - Infra/Apps/Data/Test 120 - 160k 120 - 160k 90 - 120 100 - 140
Solution Architect - Infra/Apps/Data 120 - 160k 120 - 160k 110 - 150 120 - 150
Scrum Master 100 - 140k 100 - 140k 100 - 120 100 - 130
Product Owner 80 - 120k 90 - 140k 100 - 120 100 - 130
Security Specialist 115 - 170k 120 - 170k 120 - 160 120 - 160
Business Analyst - Technical 80 - 110k 80 - 110k 90 - 120 90 - 120
Development/Testing
Senior BI Specialist 110 - 140k 110 - 140k 90 - 130 90 - 130
UX Designers 70 - 110k 70 - 120k 90 - 110 90 - 130
Full Stack Developer 70 - 120k 70 - 120k 50 - 110 60 - 120
Web Developer 85 - 110k 85 - 110k 85 - 100 85 - 100
Developer - .Net/Java 85 - 130k 85 - 130k 90 - 110 90 - 120
Test Analyst 80 - 110k 80 - 110k 80 - 110 80 - 110
Infrastructure
Network Engineer 70 - 130k 70 - 130k 70 - 110 80 - 115
Systems Administrator 70 - 110k 70 - 110k 60 - 90 70 - 100
Service Desk/Desktop/Apps Support 55 - 85k 55 - 85k 40 - 65 40 - 70

New Zealand 121

WELLINGTON
LEGAL

2017 2018
Private Practice
Partner 130k+ 150k+
Associate 90 - 150k 100 - 150k
Senior Solicitor 80 - 115k 85 - 120k
3 yrs’ PQE 60 - 85k 70 - 90k
2 yrs’ PQE 50 - 70k 55 - 80k
1 yr PQE 45 - 55k 47 - 60k
In-house
General Counsel/Chief Legal Advisor 180k+ 180k+
Senior Legal Counsel/Solicitor 120 - 180k 120 - 180k
Legal Counsel/Solicitor 60 - 90k 70k - 110k
POLICY & REGULATORY

2017 2018 2017 2018
Policy
General Manager Policy 140 - 200k 140 - 200k 145 - 165 145 - 165
Principal Policy Analyst/Advisor 120 - 150k 120 - 150k 120 - 150 110 - 150
Policy Manager 120 - 150k 120 - 170k 135 - 155 130 - 155
Senior Policy Analyst/Advisor 90 - 115k 90 - 115k 100 - 120 100 - 125
Policy Analyst/Advisor 65 - 90k 65 - 90k 55 - 80 55 - 80
Research & Evaluation
Manager, Research & Evaluation 135 - 175k 135 - 175k 135 - 155 135 - 155
Principal Research Analyst 115 - 140k 115 - 140k 100 - 150 100 - 150
Senior Research Analyst 90 - 115k 90 - 115k 95 - 110 95 - 110
Research Analyst 60 - 80k 60 - 80k 60 - 80 60 - 80

WELLINGTON
PROCUREMENT

2017 2018 2017 2018
Procurement Specialist 70 - 120k 65 - 130k 70 - 130 70 - 135
Procurement Coordinator 45 - 60k 45 - 65k 30 - 70 30 - 75
PROPERTY & FACILITIES MANAGEMENT

2017 2018
Facilities Management
Facilities Manager 90 - 150k 85 - 150k
Facilities Advisor 75 - 110k 75 - 120k
Facilities Coordinator 45 - 70k 45 - 75k
Asset Manager 75 - 130k 75 - 140k
Contracts Manager 70 - 120k 70 - 120k
Project Coordinator 55 - 80k 55 - 80k
Property
Director of Property 120 - 230k 120 - 250k
Property Manager 75 - 130k 75 - 140k
Property Specialist 60 - 100k 60 - 110k

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified
New Zealand 123

WELLINGTON

2017 2018 2017 2018
Sales
Territory Manager 65 - 85k 65 - 85k 35 - 50 40 - 55
Sales/Account Manager 70 - 110k 70 - 110k 50 - 70 55 - 75
Sales Representative 50 - 80k 50 - 80k 40 - 50 45 - 55
Marketing
Market Research/Insights Manager 90 - 140k 90 - 140k 85 - 110 80 - 100
Sponsorship & Events Manager 75 - 115k 75 - 115k 45 - 70 40 - 70
Channel Manager 80 - 125k 80 - 125k 75 - 110 80 - 100
Communications
Senior Communications Advisor 85 - 135k 85 - 125k 90 - 120 80 - 100
Internal/Change Communications Manager 110 - 150k 110 - 150k 95 - 135 90 - 110
Communications Advisor 55 - 75k 60 - 75k 40 - 60 40 - 60


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AUSTRALIA

SALARY SURVEY 2018

AUSTRALIA & NEW ZEALAND

MARKET LEADING GLOBAL BRAND

As the business continues to expand, we operate with the same commitment

3. No individual commission 5. Innovation

INTRODUCTION Business Support........................... 43 Resources, Engineering

WESTERN AUSTRALIA WELLINGTON

Resources....................................... 94 Business Transformation............. 119

Information Technology................. 96 Legal.............................................. 122 SALARY SURV

Sales, Marketing & Policy & Regulatory...................... 122 SALARY SURVEY

Communications Procurement................................. 123

Banking & Financial Services........... 98 Property & Facilities

Download your copy today by visiting

Download our app from iTunes & Google Play

As the first recruitment company to GET IN TOUCH

10 Robert Walters Salary Survey 2018

Cyber security and fintech were

With our presence spanning 28 countries across six continents, our

Our regional overviews include:

●● Australia & New Zealand

INTRODUCTION GROWTH IN CONSTRUCTION

14 Robert Walters Salary Survey 2018

The Spanish economy was buoyant,

In Switzerland, demand continued

“Despite general global economic CHINA

18 Robert Walters Salary Survey 2018

With this in mind we expect demand in

INTRODUCTION services. Companies operating in these

Digitalisation also continued to be a

2017 buy-side at the junior level owing

22 Robert Walters Salary Survey 2018

Salaries were largely stable, though

The locations covered are:

Australia is currently enjoying a period of economic stability, which

Technology is fundamentally reshaping organisations across every industry

30 Robert Walters Salary Survey 2018

These developments will drive In 2018, many Australian businesses

Risk and Compliance

Of professionals are motivated

ROLE PERMANENT CONTRACT

Security Analyst 110 - 140k 120 - 160k 80 - 110 90 - 115

DevOps Specialist 100 - 140k 120 - 150k 80 - 125 85 - 125

Solutions Designer 140 - 170k 150 - 200k 90 - 130 100 - 130

Engineer 125 - 160k 130 - 180k 80 - 120 95 - 120

Help Desk Support 55 - 75k 55 - 75k 35 - 55 35 - 55

Business Analyst 120 - 160k 120 - 160k 80 - 110 80 - 110

Project Manager 130 - 170k 130 - 170k 90 - 120 90 - 120

Project Scheduler 70 - 120k 70 - 120k 60 - 85 60 - 90

Project Coordinator 60 - 100k 60 - 100k 60 - 80 60 - 75

Mobile Developer 110 - 160k 110 - 160k 90 - 130 90 - 130

Developer 110 - 150k 115 - 155k 90 - 130 95 - 135

Automation Tester 100 - 150k 100 - 150k 80 - 110 80 - 110

Test Analyst 70 - 110k 70 - 110k 60 - 90 60 - 90

BI Developer 100 - 150k 100 - 150k 80 - 125 80 - 125

Data Analyst 65 - 140k 65 - 140k 40 - 110 40 - 110

2018 EXPECTATIONS (AI), data analytics and digital (UX/

Hiring managers will be looking for